Employment Law

Need employment law advice? Your employee’s hungry attorney knows the latest on employment at will, reasonable accommodations, and more.

Minimize employer liability, optimize labor relations, bullet-proof your employee handbook and update your knowledge of ADA guidelines with our employment law advice.

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Retail giant Target recently shelled out $775,000 to settle an EEOC lawsuit over the treatment of 13 black workers at its Springfield store ...

A former chief medical officer for Johnson & Johnson’s Ethicon Inc. has filed a retaliation and discrimination lawsuit, claiming the company fired him for voicing product safety concerns and pushing for product recalls ...

Last summer, the U.S. Supreme Court drafted a broad new legal standard for judging whether a company retaliated against an employee for complaining about discrimination. Now, the lower courts are starting to define what that standard means ...

The New Jersey Supreme Court has described the state’s Conscientious Employee Protection Act (CEPA) as “the most far reaching ‘whistle-blower statute’ in the nation” ...

In Pennsylvania, laid off employees who aren’t legally documented to work in the United States aren’t eligible for unemployment compensation payments ...

Men who lead nonprofits in western Pennsylvania earn about $42,000 more on average than women who do so, according to a recent study by the Robert Morris University’s Bayer Center for Nonprofit Management ...

The Occupational Safety and Health Act is the main federal law requiring employers to provide a safe and healthy workplace. In recent years, OSHA has cranked up its enforcement, especially targeting employers that are repeat or “willful” violators ...

Q. We are a nonunion company and obviously would like to stay that way. We gave a very modest wage increase six months ago, and we just learned that another company in the same industrial park got hit with a union organizing campaign. I think we should be proactive. Normally we review wages every 12 months, but I want to recommend to my management team that we break that cycle and do a wage increase now. Can we get in any trouble by going ahead with a wage increase now, even though it’s not in keeping with our regular practice? —C.O.

Q. One of our drivers is not medically able to drive company trucks. Should we offer alternative employment? Should we adopt a formal policy covering disabled drivers?

It’s a dilemma faced by many HR professionals: Discipline an employee who has engaged in a “protected activity” (like union organizing), and you risk a retaliation lawsuit ...

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