This post was written by Rachel Felton and Joseph Lewis. The Pennsylvania Supreme Court has upheld a 2015 City of Pittsburgh Ordinance requiring employers to provide paid sick leave to employees [...]
The Third Circuit Reminds Employers to Provide Background Check Reports
In Employment and Labor, Risk Mitigation PostedA recent decision by the United States Court of Appeals for the Third Circuit in Long v. SEPTA should serve as a reminder that companies which use background checks to screen job applicants must [...]
Last week, the National Labor Relations Board (NLRB) issued a Notice of Proposed Rulemaking, seeking to narrow the circumstances under which two or more separate employers may be joint-employers [...]
The United States Department of Labor (DOL) maintains Family and Medical Leave Act (FMLA) forms, including a notice of rights and responsibilities, a doctor’s certification, and a [...]
The “Weinstein Tax”: Tax Cuts and Jobs Act Changes Tax Treatment for Sexual Harassment Settlements
By James Angelo
In Employment and Labor, Tax and Estate Planning Posted Right as the #MeToo movement was gaining steam, Congress was in the midst of drafting a substantial change to the tax code. As Congress scrambled to find revenue raisers needed to partially [...]
Yes, #YouToo: Top 5 Steps You Should Immediately Take to Protect Your Business Against Sexual Harassment Lawsuits
By James Angelo
In Employment and Labor, Risk Mitigation Posted Throughout the end of 2017, reports of sexual harassment and sexual assault dominated the news cycle. Although initially focused on the entertainment industry, due to the explosive allegations [...]
The fall of 2017 brought much attention to sexual harassment in the workplace. As legal counsel to small, medium and large employers, we saw an increase in the number of employees filing sexual [...]
Beginning on January 22, 2017, employers must use the new version of the Form I-9, marked 11/14/2016. Employers can face monetary penalties if they do not use the new Form I-9. The Form I-9 can [...]
Yesterday, a federal judge blocked the Department of Labor’s regulation to increase the salary threshold for an employee to be exempt from overtime pay. This means that the new regulation [...]
On December 1, 2016, the required salary threshold for an employee to be exempt from overtime pay will increase from $23,660.00 per year ($455 per week) to $47,476.00 per year ($921 per week). [...]
