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The HR Specialist: Pennsylvania Employment Law

Employers in Pennsylvania have reason to celebrate: A well-educated work force is growing in your state. A new survey ranks the state second in the nation in attracting out-of-state students to its colleges and universities …

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The number of Pennsylvania employees under age 65 who are covered by an employer-sponsored health insurance plan declined by 5.1 percent between 1999 and 2005. In the same years, employer-provided coverage for families with children under age 18 declined by 8 percent …

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It’s not uncommon during economic downturns for organizations to conduct a RIF and—if the expected savings don’t materialize—to follow up with a retirement-incentive plan. But be aware of one pitfall …

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Supervisors and HR professionals must avoid stereotyping employees who have medical problems and never make assumptions about workers’ abilities to perform the job. Making uninformed comments about physical ailments is a quick way to land in court

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As if life in HR weren’t hard enough, a federal court has clarified when you may be held individually liable for mistakes in administering anti-discrimination and benefit laws …

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In a unionized workplace, it can be tricky when an arbitrator—while interpreting a collective-bargaining agreement with the union—second-guesses the employer’s decisions …

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If you punished two employees for the same misdeed but only one asked you to reverse the decision, consider the legal ramifications first. If you grant “amnesty” to one employee but not the other, you could trigger a discrimination lawsuit

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Employees can sue for discrimination if you illegally figure their race, sex, age, religion, disability or pregnancy status into their termination. That’s true even if an employee is a part-timer who works only a few hours on an as-needed basis …

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If you’re part of a new management team bent on improving overall performance, don’t let lawsuit fears keep you from imposing higher standards on inherited staff …

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If your organization pays someone a small amount to perform extra tasks around your workplace, are they technically “employees”? Maybe … and that means you may be on the hook for workers’ compensation benefits if the person is hurt on the premises

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