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 3
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

The HR Specialist: Pennsylvania Employment Law

Employers should always document exactly why they terminated an older employee, even if he or she was replaced by a much younger worker.

{ 0 comments }

Employees who miss the deadline for filing EEOC complaints may get a second chance following a 3rd Circuit decision in a case involving sexual harassment in Pennsylvania.

{ 0 comments }

When a supervisor and subordinate don’t get along, most of the onus for resolving the conflict falls on the supervisor. If he or she doesn’t rise to the occasion, the appropriate course of action might be to fire the boss.

{ 0 comments }

Aspira, a company that operates five Philadelphia charter schools, faces an inquiry from Pennsylvania’s Auditor General after it paid $350,000 to settle sexual harassment charges against its CEO.

{ 0 comments }

The EEOC and the city of Philadelphia have reached a settlement concerning a disabled city sanitation worker.

{ 0 comments }

The Coalition of Graduate Employees has teamed with the Pennsylvania Education Association to seek representation for an estimated 3,724 graduate student employees in the Penn State system.

{ 0 comments }

To win an Equal Pay Act claim, an employee must show that a similarly situated employee of the opposite sex was paid more. It’s not enough to merely claim that one sex generally earned more.

{ 0 comments }

Under the Pennsylvania Human Rights Act, employees who are actively involved in termination decisions may be deemed personally liable for aiding and abetting violations of the law.

{ 0 comments }

Just letting an employee sign a resignation letter instead of being terminated won’t always prevent her from suing you.

{ 0 comments }

If the employee never requested modifications to an accommodation, he won’t be able to claim later that the employer didn’t engage in the interactive process. The fault would lie with the employee.

{ 0 comments }

Page 3 of 134« First...234...102030...Last »