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Marcellus and Retirement Planning Opportunities

Lost in the dollar volume of the Marcellus Shale opportunities is the traditional and prudent desire to “set some aside” for retirement.

Re-evaluating the “Business Necessity” of “Residents Only” Hiring Requirements

For state public sector employers, residency requirements for police, firefighters, and other protective services personnel are not only commonplace, but an oft-practiced and widely accepted condition to employment.

EEOC Questions High School Diploma Requirements in Job Applications

Over the past decade, employers and human resources personnel have been repeatedly encouraged to update and modify employment applications and questionnaires to comply with the ever-expanding reach of federal anti-discrimination laws.

New NLRB Posting Requirement Postponed (Again)

A new regulation requiring employers to post a notice of employees rights under the National Labor Relations Act (NLRA) in the workplace is on hold once again.

Health Care Industry Employers Should Review and Update Overtime Payroll Practices

A few weeks ago, we told you about the proposed regulations to Pennsylvania’s “Act 102,” which prohibits health care facilities from requiring certain employees to work mandatory overtime shifts beyond their predetermined and regularly scheduled daily work hours.

Pennsylvania Court of Common Pleas Finds Contents on Facebook Profile Discoverable

Given the infancy of social networking as a widespread national phenomenon, it is no surprise that state and federal courts are just now beginning to address the admissibility of evidence derived from such sites as Facebook, Twitter and LinkedIn.

Taxpayer’s Management Fee Between Wholly Owned Entities Disallowed

Facts: the taxpayer had organized his trucking business into several different wholly-owned businesses for a variety of reasons, including separating assets from liability for higher risk activities.

PA’s Labor Dept Promulgates Regulations for the Prohibition of Excessive Overtime in Health Care Act

Pennsylvania’s “Act 102” has been in effect since July 1, 2008. The law prohibits health care facilities from requiring certain employees to work mandatory overtime shifts above and beyond their predetermined and regularly scheduled daily work shifts.

Plaintiff’s Participation in Sexually Illicit Jokes and Emails Dooms her Sexual Harassment Case

“The plaintiff did not seem to be offended” is generally not a good defense to a sexual harassment lawsuit, but with the proper supporting evidence, it just might be enough to obtain a defense verdict.

Amendments to Pennsylvania’s Unemployment Compensation Law

Recent amendments to Pennsylvania’s Unemployment Compensation (UC) Law will bring changes to the way benefits are calculated and paid to future unemployment compensation claimants.

Pennsylvania Supreme Court Finds Agency Home Health Care Workers Eligible for Overtime Pay

Pennsylvania’s Minimum Wage law requires that employees who work in excess of 40 hours in a workweek be paid overtime at the rate of 1½ times the worker’s regular rate of pay.

A Local Victory For Outsourcing Businesses

Due to the nature of their affiliations, businesses that outsource particular tasks and functions are often joined as defendants in lawsuits filed by the outsourced entity’s own employees on the theory of “joint employership” found in the Fair Labor Standards Act (FLSA).

Erie Angel Network is Open for Business

Knox McLaughlin Gornall & Sennett, P.C. is a sponsor of Blue Tree Allied Angels Erie Network (“Erie Angel Network”).

Federal Court Authorizes Vet to Pursue Punitive Damages Under State Claim for “Wrongful Discharge"

An Air Force reservist who claimed that he was denied the right to “reclaim” his civilian job after returning from a deployment to Pakistan was recently awarded the right to pursue punitive damages under a state tort claim for wrongful discharge by the U.S. District Court for the Western District of Pennsylvania.

Leverage 401(k) Plan with Cross-Testing to Maximize Key Employee Benefits

This article is written for employers who: (i) have a 401(k) plan; (ii) contribute (or have cash flow to contribute) at least 3% to 5% of employee compensation to the plan; and (iii) would like to differentiate the level of benefits for key employees (including owners) from the level of benefits provided to other employees.

77 articles total

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