The HR Specialist: Pennsylvania Employment Law

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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It’s not just about money, as Fortune’s new “100 Best Companies to Work For 2007” list shows. And five of those best places are in Pennsylvania

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Geneva College in Beaver Falls recently filed a lawsuit against federal and state labor officials after it was asked to strike a Christianity requirement from help-wanted ads before posting them on Team Pennsylvania CareerLink …

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The EEOC has signaled that it will aggressively pursue employers that discriminate against pregnant applicants or employees. One ironic example: Motherhood Maternity has agreed to pay $375,000 to settle a pregnancy discrimination and retaliation lawsuit

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One of the world’s largest funeral home companies faces a class-action lawsuit by up to 6,000 current and former employees for failure to pay back wages and overtime of between $40 and $70 million …

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