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What does defamation mean?

Understanding the intricacies of workplace etiquette in Pennsylvania can not only increase your popularity with your employees, it can also keep you out of legal trouble. If your employee has accused you of defamation, you may be confused about whether or not this is a valid claim. We at Kisner Law Firm not only work to defend your rights, we also strive to educate employers on what accusations are legitimate and which are false. Here is everything you need to know about defamation.

 

Chron.com states that actual defamation of character is defined as false information that is either published without consent or made in the form of a derogatory statement. Harm must also be intended by spreading the rumor and the information must not be true, otherwise it does not qualify.

 

Many employees believe that simply spreading rumors counts as a defamation of character, but this is not true. Rumors can be spread due to misinformation, unhealthy competition or ignorance, but if no harm is intended, this is not considered defamation. Simply damaging a reputation does not count as defamation either, especially if the rumor turns out to be true.

 

While it can be very difficult for an employee to prove that there was intended harm in a defamation case, controlling the spread of rumors can not only lead to a healthier work environment, but also less chance you will end up facing a lawsuit. You can prevent this by setting a good example and including guidelines in your employee handbook to discourage your employees from spreading any rumors. For more information, please visit our web page.

How to handle a breach of contract

Contracts are a vital part of any business negotiation, but what happens when your employee does not honor the terms set within? If you feel that you have had a contract breached in Pennsylvania, you may not know what steps to take next. We at Kisner Law Firm can help you determine if a contract was breached and what you can do about it.

 

First, it is important for you to decide whether the broken agreement is actually considered a breach of contract. WorkItDaily.com states that verbal communication is much harder to prove than written, so if you are concerned about a negotiation that was made in conversation but is not included in the employee’s contract, it will be much more difficult to prove. This is why it is so important to write everything down in the contact when you and your employee agree to the terms.

 

Next, you should attempt to reconcile the agreement with the other party. If your employee is not holding up his or her end of the deal, bring up the topic and talk about what needs to happen. Sometimes, the issue is simply a matter of not understanding the wording of the document, in which case you need to be sure that everything is clear to avoid this problem in the future.

 

In many cases, you will be able to resolve the issue with a simple conversation and will not need to seek outside help enforcing the terms of the contract. To learn more about handling contract breaches, please visit our web page.

What you should include in your employee handbook

When you are developing your employee handbook in Pennsylvnia, it can be difficult to know what guidelines need to be included and which to leave out. While many business owners are savvy when it comes to most matters concerning their company, human resources can be a confusing topic that requires additional help. We at Kisner Law Firm work to not only help you during employee discrepancies, but also in the formation of your initial rules and guidelines.

 

Inc.com states that it is important to make sure that the necessary details required by law are covered. You can search the Department of Labor’s website to be sure you have included your stance on all issues, but some of the most common topics to cover include hourly-pay, time off, sick leave, vacation pay and overtime. You can also detail your union relations and outline any policies concerning that topic.

 

Next, consider explaining the company’s discrimination and equal employment policies. This can include your stances during hiring as well as when considering promotions. Worker’s compensation policies should also be included, as well as rules regarding military leave, maternity leave and disabilities.

 

There are also several preferences that can be detailed in the handbook, including the dress code policy, cell phone usage, computer use during work time and after hours, and employee behavior policies. You can also detail the benefits that will be offered to employees and how early time off needs to be requested. To learn more about what should be included in your employee handbook, visit our web page.

What laws about age discrimination should workplaces know?

Diversity in the workplace is about more than people's educational or cultural backgrounds. It is also about the age of employees. Might a 30-year-old employee have something to offer that a 60-year-old worker doesn't? Could that elder worker be able to teach a younger employee a thing or two?

As a whole, a diverse workplace can be beneficial to a business' bottom line and to the morale of the workers employed there. Respecting diversity is also a legal matter. That respect includes abiding by anti-discrimination laws regarding employees' ages.

But what age discrimination rules do companies need to follow?

Workers who are 40 and older are the protected class in terms of age discrimination lawsuits. Various company process and policies are not allowed to routinely discriminate against older workers, even if such discrimination is not intentional.

These processes include recruitment, hiring, job assignments, benefits, promotions, job loss and compensation. A business will want to work with a human resources professional who can help ensure employment policies and processes don't negatively impact older workers. Otherwise, a company could be sued for age discrimination and have to go through that sometimes lengthy, stressful and expensive legal process. Such lawsuits can be bad for a business' reputation, as well.

If your business employs at least 20 people, you are expected to follow anti-discrimination laws. Still, just because you are accused of discriminating practices doesn't mean you have committed the alleged offenses. There are legal reasons to legally support age-based decisions in the workplace. Your employment defense attorney can evaluate a situation and help defend your best interests.

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707 Grant St., Suite 2646
Pittsburgh, PA 15219
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