Pennsylvania is an employee-friendly state. This is reflected in its antidiscrimination law, which subjects employers with four or more employees to state-law requirements to make reasonable accommodation in contrast to the ADA's coverage of employers with 15 or more employees. Another example is its mini-COBRA law.
This page is a round-up of the state and municipal laws in Pennsylvania.
Updated to include online quarterly payment requirements, effective January 1, 2017.
A new Philadelphia law would ban employers from asking job applicants about their salary history. Massachusetts and California have passed similar laws, but Philadelphia will become the first city in the nation with a so-called wage history law if Mayor Jim Kenney signs the measure as expected.
Pennsylvania employers will be permitted to pay employees' wages, salaries, commissions or other payments by payroll debit card under a new law taking effect May 5, 2017.
Updated to include information on a forthcoming new law permitting wage payments by payroll debit card.
Compensation already paid for hours of work may not be used as an offset and thereby be counted a second time as statutorily required compensation for other hours of work, the 3rd US Circuit Court of Appeals held in Smiley v. E.I. Dupont De Nemours & Co.
The addition of Pennsylvania, North Carolina and Nebraska brings to 34 the number of states that have partnered with the US Department of Labor as part of its Misclassification Initiative.
In-depth review of the spectrum of Pennsylvania employment law requirements HR must follow with respect to withholding taxes.
On September 2, New Jersey Governor Chris Christie gave 120 days' required notice of intent to end the state's 40-year-old reciprocal income tax withholding agreement with Pennsylvania. If New Jersey follows through, the agreement will terminate at the end of 2016, and will affect employers and employees in both states.
A roundup of the comprehensive state coverage XpertHR offers to help Pennsylvania employers ensure they are compliant with state employment laws.