The HR Specialist: Pennsylvania Employment Law — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 10
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The HR Specialist: Pennsylvania Employment Law

Employees who take FMLA leave sometimes think their supervisors aren’t allowed to criticize any performance deficiencies that occurred before the leave began. That’s just not true.

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It’s usually hard for employees to win age discrimination lawsuits—unless a manager or supervisor insists on making ageist comments. These can create an age-based hostile work environment.

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When it comes to retaliation, pay attention to how managers have disciplined in the past. Before approving a recommendation for discharge, you should check that history.

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Supervisors whose personal animosity against a subordinate spills over in the workplace can be held personally liable for the resulting emotional distress in Pennsylvania.

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A ruling by a federal judge in the Middle District of Pennsylvania will allow a class-action lawsuit to proceed against Friendly’s Ice Cream stores and its franchisees. According to the complaint, the restaurant chain requires servers to perform work off-the-clock during unpaid meal breaks and after clocking out following their shifts.

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Some disabilities make it difficult for employees to arrive on time. In those cases, it’s entirely possible that the disability simply can’t be accommodated.

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The FMLA has been around for almost a quarter century now. Employers have no excuse for ignoring the law.

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The International Brotherhood of Electrical Workers Local 98 and its president, John Dougherty, have recently purchased three quadcopter drones outfitted with high-resolution cameras to fly over worksites around the city.

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The White House and the Department of Labor have both come up with aggressive plans to highlight female/male pay disparities.

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You can’t control every employee all the time—and you surely can’t control what comes out of their mouths.

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