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Pennsylvania Termination (with Discharge): What you need to know

Pennsylvania is an “employment-at-will” state. Therefore, an employer may generally terminate an employment relationship at any time and for any reason. However, a federal or state law, collective bargaining agreement, or individual employment contract may place further limitations on an otherwise at-will employment relationship.
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Attachment of income. It is a crime for an employer to discharge an employee because the employee's income has been attached in connection with a domestic support proceeding (PA Stat. Tit. 23 Sec. 4348).
Burden of proof. If the employer is charged with retaliatory discharge, the law says that the employer is innocent until proven guilty. While this rule affords some protection to the employer, circumstantial evidence, such as a string of good evaluations followed by a sudden turnaround, can be devastating. As a result, if you terminate an employee who has lodged some sort of complaint against you, it is essential to be able to show conclusively, with both testimony and documentation, that the “protected” conduct was in no way related to the discharge.
Discrimination. Under the Pennsylvania Human Relations Act, it is unlawful for employers with four or more employees to discharge an employee on the basis of race, color, religious creed, ancestry, age, sex, national origin, non-job-related handicap or disability, or the use of a guide or support animal because of blindness, deafness, or physical handicap. It is also illegal to discipline or discharge an employee for making a discrimination complaint or assisting in a discrimination investigation under the Act (PA Stat. Tit. 43 Sec. 955).
Jury duty and court attendance. No employer may discipline or discharge ...

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Pennsylvania Termination (with Discharge) Resources

Termination (with Discharge) Products

The Termination Process Webinar Recording
BLR Webinar: "The Termination Process: Exit Interviews, Termination Pay, and Post-Termination Steps to Keep You Out of Court""
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