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Pennsylvania

What are the rules on timely pay?

10/27/2012

Q. Is it true that according to federal law, employees must be paid within two weeks of completing their work, no matter the excuse (computer glitch, etc.)?

Do we have FMLA reinstatement obligations if employee asks for leave and then quits?

10/27/2012

Q. One of our managers resigned a month ago, but she applied for FMLA leave a day before she quit. Are we under any obligation to return her to a position from which she resigned? Are we obligated to offer her a job when FMLA expires?

Employee needs help: What can we do?

10/27/2012
Q. Can we suggest psychiatric help for an employee we suspect may be having trouble with substance abuse? And can we require a random drug test?

Can we limit employee freelancing?

10/27/2012
Q. I recently found out that one of our designers has been freelancing on the side. It doesn’t seem to be interfering with her work, but is there anything we can do legally to protect the interest of the company?

NLRB clamps down on internal investigation confidentiality

10/27/2012

The National Labor Relations Board, the federal agency charged with enforcing the National Labor Relations Act, has increased its focus on employer/employee communications. This matters to all employers, whether or not their employees are represented by a union.

White House WARNing on fiscal cliff: Don’t jump

10/27/2012
The Obama administration has informed federal contractors—whose funding could be slashed if a lame duck Congress fails to act before the end of the year—that they don’t have to worry about one of them yet: issuing layoff notices required by the WARN Act.

Handicapped man fired for limping, typing too slowly

10/27/2012
A former employee in Bank of America’s mortgage office in Pittsburgh is suing the bank, claiming he was fired because of his disability.

Sleeping on the job? No unemployment benefits

10/27/2012
Employers that fire a worker for being caught sleeping on the job may not be liable for unemployment compensation benefits. On-the-job snoozing can be considered willful misconduct if it’s clear it violates company policy.

Public employee can’t refuse due-process hearing and sue

10/27/2012
Here’s encouraging news for public employers: A fired employee can’t sue for deprivation of due process if she refuses to participate when the employer offers a due-process hearing.

OK to take your time probing misconduct–that won’t affect unemployment claim

10/27/2012
Good news for employers that hold off on firing an employee for an act that would otherwise be willful misconduct, making the employee ineligible for unemployment compensation benefits. As long as you can explain why you delayed actually terminating the employee, she won’t receive unemployment benefits.