Krevsky Bowser FindLaw IM Template 2026-07-07T10:09:46Z https://www.krevskybowser.com/feed/atom/ WordPress /wp-content/uploads/sites/1102346/2019/06/cropped-ID-1-32x32.jpg On Behalf of Krevsky Bowser <![CDATA[Can your boss deduct money from your paycheck?]]> https://www.krevskybowser.com/?p=51168 2026-07-02T12:23:37Z 2026-07-02T12:23:37Z Deductions 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=51165 2026-06-30T13:01:02Z 2026-06-30T13:01:02Z Severance 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 a lump-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 an employment 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=51163 2026-06-29T06:44:49Z 2026-06-29T06:44:49Z Behaviors 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.]]> On Behalf of Krevsky Bowser <![CDATA[How long is a Pennsylvania noncompete agreement enforceable?]]> https://www.krevskybowser.com/?p=51160 2026-06-15T14:08:45Z 2026-06-15T14:08:45Z The law limits the duration of noncompetes Pennsylvania imposes multiple limitations on noncompete agreements. One of the most important involves limiting how long a business can take a former worker to court over their entrepreneurial endeavors or new employment arrangements. For the agreement to be valid and enforceable, there should be appropriate limitations on how long the employer can demand that the worker avoid direct competition. Much of the time, Pennsylvania noncompete agreements only remain in effect for one year. As a general rule, agreements that last much longer than that are likely subject to scrutiny during enforcement litigation. Noncompete agreements that remain in effect for more than two years after a worker’s employment ends may not be enforceable in civil court. Professionals preparing to leave a job, start a business or accept a job offer may need to review an employment contract with a skilled legal team to determine if they could be at risk of a lawsuit. Evaluating a noncompete agreement with an attorney can help professionals understand how long the document restricts their options and if the courts are likely to view it as a valid agreement.]]> On Behalf of Krevsky Bowser <![CDATA[Is a standing-only workstation an ADA violation in Pennsylvania?]]> https://www.krevskybowser.com/?p=51158 2026-06-08T15:01:05Z 2026-06-08T15:01:05Z The ADA's core standards The Americans with Disabilities Act (ADA) requires covered employers to provide reasonable accommodations for workers with qualifying disabilities. A reasonable accommodation is a change to your job or work setting that helps you perform your core duties. Not every request leads to the exact fix you want, and your employer has some room to choose among effective options. That said, a blanket policy requiring all workers to stand does not cancel the duty to engage in this process.

Pennsylvania's added protections

The state adds another layer of protection through the Pennsylvania Human Relations Act (PHRA). This bans disability discrimination at work and applies to employers with four or more workers. That is a much lower bar than the ADA's 15-employee minimum, meaning people at smaller businesses in the state may still have legal options. Furthermore, employers have similar duties to take part in the accommodation process when a qualified worker raises a barrier. A standing-only workstation policy that affects employees with physical limitations could raise concerns if the employer declines to consider changes. State courts have largely read the PHRA in line with the ADA, though one key difference involves damages. The state also does not cap compensatory damages the way federal law does, which can matter in cases where a denied request leads to clear harm.

Your legal filing options

If your employer turns down your request for a seated workstation without taking part in the interactive process, you have the right to file a formal complaint. At the federal level, you can submit a charge with the Equal Employment Opportunity Commission (EEOC). Because Pennsylvania has a state enforcement agency, your deadline to file with the EEOC is 300 days from the date of the adverse action. For state claims, you can file with the Pennsylvania Human Relations Commission (PHRC) within 180 days of the harmful act. The EEOC and the PHRC share a worksharing agreement, so filing with one agency and asking for cross-filing can protect your rights under both federal and state law. Before you submit your complaint, it helps to gather records that back up your position. Written proof of your request, medical records tied to your condition and any response from your employer all serve as key evidence during a review.]]> On Behalf of Krevsky Bowser <![CDATA[Why sexual harassment in the workplace is so underreported]]> https://www.krevskybowser.com/?p=51151 2026-06-06T03:59:51Z 2026-06-06T03:59:51Z Pennsylvania Human Relations Act (PHRA) prohibits unwelcome sexual advances, requests for sexual favors and other verbal, physical, or visual conduct of a sexual nature. The PHRA considers these behaviors sexual harassment when submission to them is required either explicitly or implicitly, when a submission or rejection of such conduct is used to make an employment decision and when such behavior creates a hostile work environment. Unfortunately, sexual harassment in the workplace is underreported. Multiple studies have been done over the years to understand why workers rarely report sexual harassment. Here are some common reasons.

Lack of evidence

When an employee lacks evidence, they may feel like they won’t be believed. Therefore, they choose not to report it. This can be the case when harassment occurs in an area without surveillance cameras or witnesses or when a behavior seems so “subtle” that an individual questions if it’s enough to warrant an investigation.

Normalization

Some behaviors of a sexual nature are normalized in certain workplaces. When everyone in the office seems okay when inappropriate comments or unwanted advances are made, an employee can feel pressured to downplay a behavior that creates a hostile work environment.

Fear of retaliation

A victim may avoid reporting sexual harassment because of fear of retaliation. They may fear being demoted, transferred to undesirable shifts, passed over for promotions or dismissed. Such fear can even be more intense in tight job markets or when unemployment is high.

Poor reporting channels

Some workplaces do not have a clear reporting channel for sexual harassment cases or employees do not have faith in it because it has failed to protect previous victims. If you have been the victim of sexual harassment, it’s crucial to take action. Get more information on how to protect your rights and career.]]> On Behalf of Krevsky Bowser <![CDATA[The quiet workplace bias that many LGBTQ+ employees experience ]]> https://www.krevskybowser.com/?p=51149 2026-05-22T03:58:12Z 2026-05-22T03:58:12Z For many individuals, workplace discrimination is introduced through brief “what not to do” training videos, often highlighting overt forms of misconduct such as physical or verbal harassment, but discrimination is not always loud or easy to identify. For many LGBTQ+ employees, the hardest experiences are often the subtle ones that happen quietly over time. A workplace may appear professional on the surface while still creating an environment where certain employees feel excluded, overlooked or constantly uncomfortable. These experiences can affect confidence, career growth and emotional well-being in ways that are difficult to explain to others.

When bias becomes part of everyday work life

Statistics show that 47% of LGBTQ+ workers have reported experiencing discrimination or harassment in the workplace, but not all workplace discrimination involves direct insults or openly hostile behavior. In many cases, LGBTQ+ employees experience patterns of exclusion that are harder to document but still deeply damaging. They may notice they are left out of important meetings, networking opportunities, or workplace social circles that often influence promotions and career advancement. Hostile work environments can also develop through repeated small actions rather than one major incident. Some employees may also face microaggressions, which are subtle and sometimes unintentional comments or actions that insult or dismiss a person’s identity. While these remarks may appear minor on their own, repeated microaggressions can contribute to feelings of isolation, discomfort and uncertainty within the workplace over time.  Many employees remain silent because they fear retaliation, damage to their reputation or being labeled “difficult” for speaking up about concerns. Unfortunately, staying quiet often allows these behaviors to continue unchecked. No one should feel forced to choose between their career and their sense of dignity at work. If workplace treatment begins to feel unfair, isolating or hostile, speaking with an experienced legal professional can help clarify what options are available and what steps can be taken moving forward.]]> On Behalf of Krevsky Bowser <![CDATA[What qualifies as wrongful termination?]]> https://www.krevskybowser.com/?p=51143 2026-05-12T13:45:54Z 2026-05-12T13:45:54Z for illegal reasons. If you suspect your discharge was against the law, understanding your rights is the first step toward holding your employer accountable.

Discrimination

One of the most common grounds for a wrongful termination claim is discrimination. Under both state and federal law, it is illegal for an employer to fire you based on protected characteristics. This includes your race, religion, gender, age, disability or pregnancy status. For example, you were performing your job duties successfully but your employer still fired you. Meanwhile, others outside your protected group kept their jobs. In this scenario, you may have a strong case for discriminatory discharge.

Retaliation

Employers cannot let employees go as a "punishment" for engaging in legally protected activities. This is known as retaliation. For instance, if your manager fired you shortly after reporting sexual harassment or "whistleblowing" on unsafe or illegal company practices, the timing of your firing is highly suspect.

In violation of employment policies

If your employer outlines a specific disciplinary process and then fires you without following those steps, they may have breached an implied or explicit contract. When a company ignores its own termination procedures, it often opens the door for a wrongful discharge claim.

Gather evidence of wrongful termination

If you believe your termination was illegal, you have the right to take legal action. It is wise to save copies of performance reviews, relevant emails and company handbooks that prove your employer deviated from the law or their own rules. Securing this documentation may help you build a compelling case.]]> On Behalf of Krevsky Bowser <![CDATA[What can you do if HR ignores harassment in Pennsylvania rights?]]> https://www.krevskybowser.com/?p=51139 2026-05-05T13:37:57Z 2026-05-05T13:21:55Z Workplace sexual harassment can create stress, especially when Human Resource (HR) does not respond after a report. Pennsylvania law provides protections that may apply in these situations, depending on the facts and circumstances of the workplace. Even when HR does not respond, other paths may still exist to address your concerns and document what happened.

Key laws that may apply in Pennsylvania

Workplace harassment concerns in Pennsylvania often connect to both federal and state protections. These laws typically shape how employers must respond after they learn of a complaint. Two important legal frameworks include:
  • Title VII of the Civil Rights Act, which addresses workplace discrimination and harassment at the federal level
  • The Pennsylvania Human Relations Act (PHRA), which covers similar protections under state law
These laws generally expect employers to take reasonable steps once they learn about harassment in the workplace. The specific outcome often depends on the details of each situation.

What may happen when HR does not respond

If HR stays silent in your sexual harassment case, the situation does not necessarily end there. You may still have other options that can help keep your concerns active within the workplace process or through outside channels. Keeping a clear record often helps in these situations. You might track dates, names, messages and details of what happened at work. This information may support any later steps you choose to take.

Internal steps that may still be available

Some workplaces offer more than one way to report harassment. HR may not be the only channel, so reviewing company policies can help you understand what other options may exist. You might consider:
  • Reporting the issue to a manager outside HR if company policy allows it
  • Using an internal hotline or ethics reporting system, if one exists
  • Sending a written complaint to senior leadership or a compliance department
These steps may help show that you continued to raise concerns after an initial report did not receive a response. They may also help build a clearer timeline of events.

Filing complaints with outside agencies

If internal reporting does not lead to action, Pennsylvania and federal agencies may offer additional paths. You can consider filing with: These agencies may review what happened at work and determine whether the situation falls within their investigation process. Some cases may also include efforts to resolve the dispute between the parties.

Possible legal concerns when employers fail to act

When an employer does not respond to sexual harassment complaints, federal and state laws may evaluate the situation based on the specific facts. Title VII and the PHRA generally expect employers to take reasonable steps once they become aware of harassment. In some situations, a lack of response may relate to claims involving a hostile work environment. It may also raise concerns if negative actions occur after a report, which could involve retaliation protections under both federal and Pennsylvania law.

Understanding your next steps

Each workplace situation develops differently, and the employer’s response can influence what options remain available. Federal and Pennsylvania laws may apply when harassment reports do not receive attention. At the same time, documentation and reporting history often play an important role in how agencies review these matters and evaluate what happened over time.]]> On Behalf of Krevsky Bowser <![CDATA[Can your employer enforce a noncompete after a layoff?]]> https://www.krevskybowser.com/?p=51137 2026-04-28T12:58:07Z 2026-04-28T12:58:07Z What happens to a noncompete after a layoff? A layoff does not automatically cancel a noncompete. The agreement can still apply even though your employer ended your role for business reasons. Courts often examine fairness in layoff cases. Because you did not choose to leave, judges may evaluate how the restriction affects your ability to earn a living. They focus on whether the agreement protects a legitimate business interest rather than simply limiting competition.

When your employer may still enforce a noncompete

Even after a layoff, your employer may enforce the agreement if it serves a valid purpose. Courts are more likely to uphold it when:
  • You had access to confidential information or trade secrets
  • You developed relationships with clients or customers
  • The restriction remains limited in time and geographic scope
  • Your new role directly competes with your former employer
These factors show that the agreement protects a legitimate business interest rather than simply restricting your ability to work.

When enforcement becomes harder after a layoff

A layoff can weaken your employer’s position. Courts may resist enforcement when it appears overly restrictive or unfair. That concern often arises when the employer ended your role for business reasons, the restriction limits your ability to earn a living, the agreement extends beyond reasonable bounds or the employer cannot show meaningful harm.

Protecting your ability to work after a layoff

Avoid assuming you are fully restricted or completely free after a layoff. Review your noncompete and any severance terms closely, paying attention to limits in time, geography and scope. A layoff can create leverage. You can negotiate a narrower restriction or a full waiver, especially when the company ended your role for business reasons. If the agreement extends too far or interferes with your ability to earn a living, you may have grounds to challenge it.]]>