The season of love, hearts, roses, and chocolate treats is upon us, again. And, again, we take this opportunity to remind employers of the need to consider and address the risks associated with “office romance”. Regardless of where employees work, and whether employees are work-at-home or actually in the office, the combination of workplace hierarchies […]
On July 21, 2021, in the case of In Re: Amazon.com, Inc., the Supreme Court of Pennsylvania ruled that employees must be paid for the time spent waiting to undergo and undergoing mandatory workplace security screenings under the state’s Minimum Wage Act (PMWA). This decision may have far reaching implications for employers and their bottom […]
FLB routinely defends employers against employment discrimination and other claims. In this federal lawsuit filed in Philadelphia, Jacob M. Sitman, Chair of FLB’s Employment Law and Labor Group, successfully defended a King of Prussia-based data analytics and regulatory compliance company against claims by a former sales executive that the company terminated her employment based on […]
by Jacob M. Sitman and Theresa DeAngelis, Summer Associate On May 17, 2017, Bill No. 170334 was signed into law by Philadelphia Mayor Jim Kenney. The Bill amends Philadelphia’s Fair Practices Ordinance, which covers Philadelphia employers and prohibits unlawful discrimination practices in employment. The Fair Practices Ordinance already vested the Philadelphia Commission on Human Relations […]
by Jacob M. Sitman and Theresa M. DeAngelis, Summer Associate The question of whether a recently terminated employee in Pennsylvania has a statutory right to inspect his or her personnel file has been answered. The Pennsylvania Personnel Files Act (the “Act”) grants employees the statutory right to “at reasonable times” inspect their personnel files used […]
If recent statistics are indicative of a new trend resulting from last year’s changes by the National Labor Relations Board (NLRB) in union election rules and timing, employers must respond more quickly and more effectively than ever to avoid unionization of their workforces.
Companies that use temporary staffing agencies can and should take steps to mitigate the risk of joint employer liability.