Krevsky BowserFindLaw IM Template2026-09-11T05:01:28Zhttps://www.krevskybowser.com/feed/atom/WordPress/wp-content/uploads/sites/1102346/2019/06/cropped-ID-1-32x32.jpgOn Behalf of Krevsky Bowser<![CDATA[Does sexual harassment by a client count as workplace harassment?]]>https://www.krevskybowser.com/?p=512032026-09-10T09:55:40Z2026-09-11T05:01:28ZSexual harassment does not always come from a boss or coworker. A client, customer, vendor or other third party can also make your workday uncomfortable or unsafe. You may face sexual jokes, comments about your body, unwanted messages or repeated requests for dates.
When this happens, you may wonder whether the conduct violates workplace laws. The answer depends on the facts. A client’s conduct can become a workplace issue when it is unwelcome, based on sex and affects your ability to do your job.
When client conduct may cross the line
Federal and state anti-discrimination laws may protect you from sexual harassment by people outside your company. Your employer may have duties to respond when it knows, or reasonably should know, about potentially unlawful conduct.Several facts can help show whether a client’s behavior creates a hostile work environment:
What the client said or did: Sexual comments, unwanted touching, suggestive messages and repeated invitations can raise concerns.
How often it happened: A pattern of conduct may carry more weight than one isolated remark, though a single incident can still matter in some situations.
How the conduct affected your work: The behavior may be more serious if it distracts you, causes fear or makes it harder for you to perform your job.
What your employer knew: Reporting the conduct can help show that the company had notice of the problem.
How your employer responded: An employer may need to take prompt, appropriate steps to address the situation.
The proper response can depend on the employer’s control over the client relationship and the workplace. For example, an employer might reassign the account, limit contact with the client or set clear boundaries for future interactions.
Your employer’s response matters
Your employer does not have to accept harmful client behavior as part of doing business. When you report a problem, the company should evaluate the situation and take reasonable steps to stop unlawful harassment.Keep records of what happened, including dates, messages and the names of people who witnessed the conduct. You may also want to save copies of written reports you send to a supervisor or human resources.Legal assistance can help you look at what happened, identify the workplace protections that may apply and consider your next steps. Speaking with an attorney early may also help you avoid missing an important filing deadline.
You deserve respect at work
A client does not need to work for your company to affect your workplace rights. If sexual conduct from a client becomes part of your working conditions, you may have options. An employment attorney can review the facts, explain the protections that may apply and help you assess your next steps.]]>by Krevsky Bowser<![CDATA[Can you be fired for refusing illegal work in Pennsylvania?]]>https://www.krevskybowser.com/?p=512012026-09-04T10:59:33Z2026-09-04T10:59:33ZWhat must be proven in a wrongful termination claim?
A termination may support a wrongful discharge claim when the evidence shows that an employer fired an employee for refusing to engage in clearly unlawful conduct or for another reason that violates Pennsylvania public policy. Key factors include:
An illegal order: The employer directed the employee to falsify records, commit fraud, violate safety rules or engage in other unlawful conduct.
A clear refusal: The employee rejected the illegal request rather than taking part in it.
Close timing: The employer fired the employee soon after the refusal, which may support an inference of retaliation.
A weak reason for firing: Positive reviews, a strong work record or shifting explanations may challenge the employer's stated reason.
Useful evidence: Emails, messages, reviews, witness accounts and termination records can help establish what happened.
A successful claim may recover back pay, front pay, lost benefits and damages for emotional distress. Serious cases may also support punitive damages or attorney's fees. The strongest claims show that the termination resulted from illegal conduct, protected activity or a violation of public policy.
Protecting rights after a questionable firing
A questionable termination does not always end an employee’s legal options. A clear record of events, workplace documents and a careful review of any severance agreement can help show whether a firing violated Pennsylvania law. An employment attorney can review the facts and explain possible remedies. Acting promptly can also help preserve key evidence and protect important legal rights.
]]>On Behalf of Krevsky Bowser<![CDATA[Structuring severance agreements for departing employees]]>https://www.krevskybowser.com/?p=511952026-08-24T13:25:43Z2026-08-24T10:16:24ZWhen an employment relationship ends, a well-written severance agreement can give both you and your employee peace of mind. But using a generic template or an outdated form can create more problems than it solves.
Courts in Pennsylvania are now very strict about vague language in legal documents. If your agreement limits an employee's legal rights too much, a judge might throw the whole document out. To protect your company, make sure your forms follow current state and federal laws. Custom agreements are much more effective than generic ones.
One size does not fit all
Many businesses use the same severance template for years. Some assume that if a legal document worked once, it will work again. In Pennsylvania, this is a risky assumption. When the court invalidates your entire agreement, you may have already paid out severance funds. You may not receive the legal protections you expected in return.Here are three common pitfalls that can cause a court to scrutinize the document:
Non-compete clauses: FTC rules and strict Pennsylvania common law requirements render most non-compete clauses in severance agreements unenforceable. If you must have non-compete clauses, they must protect a legitimate business interest and have reasonable restrictions.
General releases: Most agreements include a release of claims. However, you cannot ask employees to give up certain legal rights. For example, you usually cannot waive future workers’ compensation claims.
Non-disparagement clauses: Under NLRB decisions such as McLaren Macomb, overly broad severance terms may be unlawful. Employers generally cannot offer agreements that stop non-supervisory employees from discussing working conditions. Doing so can violate federal labor law.
Certain provisions, especially vague or ambiguous ones, can invite legal challenges.
Actions and protections
Employers should check their severance documents often to avoid legal issues. Do not use a "one-size-fits-all" form for every person leaving the company. Instead, think about the employee’s specific role. A manager may need a very different agreement than a regular staff member.Consider consulting legal counsel when updating your severance agreements. The cost of this preventive measure is a worthwhile investment to avoid the disruption of civil litigation.]]>On Behalf of Krevsky Bowser<![CDATA[Can your job contract stop you from taking an employer to court?]]>https://www.krevskybowser.com/?p=511902026-08-18T17:03:05Z2026-08-18T15:53:13ZWhat can an employment contract restrict?
Employment contracts can lawfully restrict how workers resolve disputes. It can limit the timeframe within which you must bring a claim forward. In some cases, contracts include confidentiality provisions that restrict what you can disclose about the dispute or its outcome. These types of restrictions are generally permitted under Pennsylvania law, provided they are fair and clearly disclosed.
What is an arbitration clause?
Many employers include arbitration clauses in job contracts. These clauses require workers to resolve disputes outside of court. Instead of a judge, a private arbitrator manages the proceedings. Employers often prefer this process because it tends to be less public. In some situations, the process may also work in their favor.
Are arbitration clauses legal in Pennsylvania?
In most cases, yes. Pennsylvania courts consistently uphold arbitration agreements under the Pennsylvania Uniform Arbitration Act. The Federal Arbitration Act also applies to many employment contracts. However, not every clause is automatically enforceable.
When is a contract clause invalid?
Courts do not automatically enforce every clause in an employment contract. Instead, they evaluate the following factors:
The clause disproportionately favors the employer
The clause was concealed within fine print
The clause attempts to eliminate all available legal recourse
There was insufficient time to review the terms before signing
Judges scrutinize the fairness of the terms and whether both parties genuinely agreed to them. Finding one or more of these issues in a contract does not guarantee a specific outcome. However, it does give a court strong reason to question whether that clause should apply to your situation.
Protecting your rights as an employee
Your signature on a contract does not mean you surrendered all of your rights. Pennsylvania law sets boundaries on what employers can and cannot take away. If you believe a contract provision goes too far, review the agreement before signing or challenging it.]]>On Behalf of Krevsky Bowser<![CDATA[What if someone outside the company sexually harasses a worker? ]]>https://www.krevskybowser.com/?p=511832026-07-30T03:08:45Z2026-08-03T05:00:55ZWhen outside conduct creates employer responsibility
Your employer may face liability if it ignores sexual harassment by a nonemployee. In Pennsylvania, the Pennsylvania Human Relations Act (PHRA) treats such misconduct as workplace sex discrimination. The law also provides a process for seeking relief.
Pennsylvania Human Relations Commission (PHRC) guidelines state that responsibility may arise if management knew or should have known but failed to take prompt and proper corrective action. The agency also weighs the company’s control over the offender. For example, a restaurant can ban a customer who makes sexual comments to a server. That authority often helps define a reasonable response.
How to report the conduct
Follow company policy and submit a written report. Include dates, statements, actions, witnesses and prior complaints. This account can give management notice and preserve key facts.
If the company does not act, you may file with the PHRC or the Equal Employment Opportunity Commission (EEOC). A PHRC complaint generally must be filed within 180 days of the alleged discrimination. An EEOC charge often has a 300-day deadline, while state law may cover the same basis.
The law also bars retaliation for a reasonable, good-faith complaint. A demotion or cut in hours may support an allegation if the report caused that adverse action.
Why timely guidance matters
Emails, messages and witness names can show what occurred and when management learned about it. This evidence may also link a later employment decision to your report.
An attorney can assess the facts, identify viable claims and calculate the correct filing period. Prompt advice matters because an internal grievance generally does not extend an agency deadline.]]>On Behalf of Krevsky Bowser<![CDATA[Can an employer deny a request for religious accommodation?]]>https://www.krevskybowser.com/?p=511762026-07-15T14:11:57Z2026-07-30T14:08:24ZWhat legal protections do you have?
Federal and Pennsylvania laws protect employees from religious discrimination at work. Title VII of the Civil Rights Act applies to employers with 15 or more employees. It requires them to provide reasonable accommodations for religious beliefs unless doing so would create an undue hardship. The Pennsylvania Human Relations Act provides similar protections and applies to employers with four or more employees.
When you ask for a workplace change based on your religion, your employer should discuss your needs and consider possible solutions. However, the company does not have to approve your preferred option.
When can an employer deny an accommodation?
A company may deny a request if the accommodation would create an undue hardship. Under federal law, this generally means the change would cause substantial costs compared with how the business operates.
For example, an employer may have concerns if an accommodation affects workplace safety, creates major disruptions or results in significant expenses. Recent Supreme Court decisions explain that a company usually must show more than a small inconvenience to deny a request.
What accommodations can you ask for?
Religious accommodations can take different forms. You may request schedule changes to observe religious holidays or attend services. Some employees need exceptions to dress rules so they can wear religious clothing or follow grooming practices. Others may need time and space for prayer during the workday.
Your employer should consider other options if your first request creates challenges. For example, if you cannot work certain days because of your faith, the company may offer flexible scheduling or allow shift swaps with coworkers.
What should you do if your request is denied?
Ask your employer to explain why it denied your request and why it believes the accommodation would create a hardship. Keep records of conversations, emails and written decisions about your request.
Review your employee handbook to understand your company’s policies. If you believe the denial violated your rights, you can learn about filing a complaint with the Equal Employment Opportunity Commission or the Pennsylvania Human Relations Commission. Speaking with an employment attorney may also help you understand your options.
What is the deadline to file a complaint?
In Pennsylvania, you generally have up to 300 days to file a charge with the Equal Employment Opportunity Commission because state law also protects against religious discrimination. If you file directly with the Pennsylvania Human Relations Commission, you generally have 180 days from the alleged discriminatory action.
Understanding your rights at the workplace
A denied accommodation request does not always mean your employer acted unlawfully. The reason for the denial and the impact of the requested change can affect whether the decision was appropriate. Keep detailed records, review your workplace policies and consider seeking guidance if you have concerns about how your employer handled your request. Understanding your rights can help you make informed decisions about your next steps and potentially make your workplace a safer, more equal place.
]]>On Behalf of Krevsky Bowser<![CDATA[Debunking common myths about wrongful termination in Pennsylvania]]>https://www.krevskybowser.com/?p=511742026-07-15T08:33:47Z2026-07-27T08:30:54ZIt is illegal to fire you without a good reason
In Pennsylvania, an employer does not need a just cause to let you go. They can fire you because of a personality clash, a minor mistake or no reason at all. Your termination becomes illegal only if the motive is discriminatory or retaliatory.
Your boss was unpleasant so you have a valid case
There is no general civility code in Pennsylvania workplaces. Being an unfair, rude or mean boss is not valid grounds for a lawsuit. If the unpleasant behavior matches those defined by the Pennsylvania Human Relations Act (PHRA), then you may have a claim.
Pennsylvania is a right-to-work state
Pennsylvania is an at-will employment state. This means your employer can usually fire you at any time for any legal reason unless a contract or legal protection says otherwise. Right-to-work laws mainly affect union-related payments, and do not promise job security or prevent termination.
You cannot sue because you have no written contract
While many at-will employees do not have contracts in Pennsylvania, you do not need one to protect your federal and state civil rights. Statutory protections like the PHRA, Equal Pay Act and Wage Payment and Collection Law apply to almost all employees regardless of a written agreement.
Determining your next steps
While Pennsylvania’s at-will employment doctrine provides employers with broad discretion, it is not an absolute shield against illegal practices. You can still pursue a wrongful termination claim regardless of your contract status. Speaking with a legal professional can help you understand your options for seeking the justice you may be entitled to.]]>On Behalf of Krevsky Bowser<![CDATA[Can your boss deduct money from your paycheck?]]>https://www.krevskybowser.com/?p=511682026-07-02T12:23:37Z2026-07-02T12:23:37ZDeductions that may raise red flags
Some paycheck deductions deserve closer review because they can shift ordinary business expenses onto you, including charges tied to:
Cash shortages or register discrepancies
Damaged or missing company equipment
Required uniforms, tools or supplies
Payroll errors or overpayment corrections
These situations are not all treated the same way, but each one can affect the income you have already earned. Some deductions are common and expected, such as taxes, court-ordered payments, health insurance premiums, retirement contributions or union dues.
What to check when your pay looks wrong
Start by comparing the pay stub with your hours, wage rate and any written agreement you signed. Look for the date, amount and reason for the deduction. You may also want to save emails, text messages, handbook policies and payroll forms that explain why the employer withheld wages.
It can also help to write down who you spoke with, when the conversation happened and what explanation you received. If the amount taken lowered your hourly rate below minimum wage or reduced overtime pay, that may raise a bigger concern because the law protects those amounts even when the employer claims the deduction was authorized.
Protecting your earned wages
One reduced check can seem minor at first, but repeated withholdings can create real financial strain. Keeping clear records can help you understand what happened and decide whether to question the deduction or file a wage claim with the Pennsylvania Department of Labor and Industry.]]>On Behalf of Krevsky Bowser<![CDATA[3 severance agreement details to double-check before signing]]>https://www.krevskybowser.com/?p=511652026-06-30T13:01:02Z2026-06-30T13:01:02ZSeverance agreements are sometimes part of comprehensive employment contracts. Those starting new jobs are often more concerned about their pay structure and benefits than the support available if they lose their jobs.
However, the details of a severance agreement can have a profound impact in the event of an unexpected career transition. Whether an employer drafts each severance agreement after negotiations or uses a fill-in-the-blank template, there are three key details workers may want to double-check and negotiate for their optimal protection.
1. The amount of severance provided
Severance is often offered as alump-sum payment consisting of a specific portion of a worker's salary. Ensuring that the amount of severance offered is enough to cover basic expenses until a worker can secure new employment is of the utmost importance. The more specialized and competitive a professional’s position is, the longer it may take to find similar employment after a sudden termination.
2. The terms for benefits
In some cases, severance packages allow for the continuation of specific benefits after a worker's last day on the job. Health insurance and disability insurance are among the most important types of employer-sponsored insurance to validate, as paying out of pocket for coverage can be prohibitively expensive when a professional is between jobs.
3. Termination for cause clauses
Frequently, employers include terms in severance agreements that allow them to withhold severance pay if they fire a worker for a specific reason, such as performance issues. Negotiating an arrangement that allows for the reduction but not the elimination of severance in qualifying circumstances can be helpful.Workers reviewing and negotiating severance agreements often need support. Reading through the contract with anemployment law attorney can help professionals determine if a contract adequately protects them.]]>On Behalf of Krevsky Bowser<![CDATA[How can small business employees report sexual harassment?]]>https://www.krevskybowser.com/?p=511632026-06-29T06:44:49Z2026-06-29T06:44:49ZBehaviors that qualify as sexual harassment
Pennsylvania and federal law distinguish sexual harassment into two broad categories. Quid pro quo involves a person in authority linking a job benefit — such as a promotion or raise — to your acceptance of unwelcome sexual advances.
A hostile work environment claim involves conduct severe or widespread enough to disrupt your ability to do your job. This can include repeated sexual remarks, unwanted physical contact, offensive jokes or the sharing of explicit material in common spaces.
Not every offensive comment rises to the level of a legal violation. To create a hostile work environment, the conduct must be objectively and subjectively severe or pervasive, though a single extreme can be unlawful.
The right channels for your complaint
Larger companies often have a human resources team to handle harassment complaints. Small businesses may not have that structure, which can make reporting feel more daunting.
If your employer maintains an anti-harassment policy or a designated contact person, that is a reasonable place to start. State law does not require you to go through internal channels before filing an outside complaint, but raising the issue with your employer can strengthen a later claim.
When internal options are limited, you may file directly with the Pennsylvania Human Relations Commission. The state anti-discrimination law covers employers with as few as four workers, which means most small business employees are protected. For workplaces with 15 or more people on staff, the federal Equal Employment Opportunity Commission provides an added layer of oversight.
Steps to file a formal report
Building a written record is critical before you submit a formal complaint. Detailed notes — including dates, locations, what happened and who witnessed it — will serve as the foundation of your case.
The state commission accepts reports through an employment intake questionnaire that you may submit by email or mail. You generally have 180 days from the date of the incident to file at the state level, while the federal agency allows up to 300 days.
The two agencies share a dual-filing arrangement. This means that a submission to one can be cross-filed with the other, which helps preserve your options.
Once accepted, the commission assigns your complaint a docket number and serves it on the employer. The agency then investigates and may pursue mediation or issue findings that open the door to further legal action.]]>