When employees represent themselves in court, their court documents are often woefully short on specifics. More courts are getting aggressive, quickly tossing out these pro se cases. That’s good news for employers.
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The ADA requires employers to work with employees who need reasonable accommodations. Show you did so in good faith by documenting the process. That means tracking email exchanges, taking notes during meetings and generally responding as quickly as possible. Be sure to note the employee’s actions, too.
Under the state’s workers’ compensation law, Pennsylvania employees have 120 days to report workplace injuries to their employers. But employers are free to require more immediate reports. Firing the employee for breaking a timely accident reporting rule doesn’t violate the law.
Disabled employees who need reasonable accommodations are entitled to what the ADA calls the interactive reasonable accommodations process. What exactly that means varies by the individual and may change over time. Employers that consider the interactive process as a one-time thing may end up in court.
Non-compete agreements place legal contractual reins on ex-employees who are setting up competing firms or going to work for competitors. Non-disclosure agreements can be separate from non-compete agreements and restrict the disclosure of trade secrets, marketing plans and confidential information.