In 1998, 24 percent of claims handled by the EEOC were related to workplace retaliation. In 2015, that grew to 45 percent, which made it the most common type of complaint brought to the EEOC. Retaliation is defined as an employer taking a materially adverse action against an employee after engaging in a protected activity. However, those terms may be applied in a relatively broad manner.
The 11th Circuit Court of Appeals dismissed a lawsuit against a company that rescinded an offer of employment to a woman because she would not cut her dreadlocks. In the unanimous decision, the federal court ruled that prohibiting an employee from wearing dreadlocks does not qualify as racial discrimination. This decision could have implications for future discrimination claims in Pennsylvania.
There are many older adults in Pennsylvania who want to work but cannot find a job. Due to widespread age discrimination in employment, people over the age of 55 can have a much harder time finding a new job than younger job applicants. When they give up on their job search, they may end up tapping into their retirement savings a lot earlier than they had planned.
Pennsylvania employers are required to follow a variety of state and federal laws. One such law that affects many employers is the Family and Medical Leave Act. Not following the requirements of this act can result in employees filing claims against the business.