When someone loses their job, they often feel frustrated and confused. Many wonder if their employer had a valid reason for firing them.
In Pennsylvania, most jobs are “at-will,” which means employers can let workers go at any time for almost any reason. Still, there are limits to this rule, and a company handbook can help prove a firing was unfair.
Wrongful termination in Pennsylvania
Even though Pennsylvania is an at-will employment state, employers must still follow certain rules. They cannot fire someone for reasons that break public policy or go against an agreement. A company handbook might include policies that promise job protections or explain steps the employer must follow before firing someone. If the employer ignores these steps, the employee can use the handbook to show the firing didn’t follow the company’s own rules.
For example, if a handbook says employees will receive two warnings before termination and the employee gets fired without warning, this can serve as proof that the employer broke their own policy. Courts sometimes treat handbooks as part of an informal contract between the employer and employee, especially if the policies are clear and consistent.
In some cases, the handbook might explain disciplinary procedures, job expectations, or conditions that must exist before firing someone. When employers don’t follow their own rules, it helps workers show the termination was unfair or went against the promises the company made.
How employees can use the handbook
Employees should keep a copy of their handbook and review it if they get fired. They should look for sections that describe the discipline process, employee rights, and reasons for termination.
If the handbook promises fair treatment or outlines steps the employer should take and the company skipped those steps, that can support a claim of wrongful termination. Employees can also point out if their firing went against policies that protect against discrimination or retaliation.
Handbooks can serve as strong evidence when an employer does not follow their own rules. They may help employees prove unfair treatment, which matters in any case of wrongful termination.
