| Fair Employment Practices | The Pennsylvania Human Relations Act (PHRA) forbids discrimination based on protected characteristics such as age, gender, educational attainment, handicap, race, color, ancestry, national origin, and religion for employers with four or more employees.
According to the PHRA, harassment motivated by these criteria is unlawful discrimination.
The law likewise prohibits retaliation against an employee who has complained about discriminatory employment practices or has participated in an investigation, legal action, or hearing under the PHRA. |
| Equal Pay | The Equal Compensation Law in Pennsylvania forbids discrimination based on gender in the compensation rate for equal labor performed under comparable working conditions and requiring similar ability, effort, and responsibility. A system that assesses earnings by the amount or quality of work, seniority, merit, or a differential based on a factor other than sex may permit differing pay rates. |
| Access to Personnel Files | An employer must grant reasonable access to certain records in an employee's personnel file upon the employee's request or that of a designated agent. Employees can view personnel files used to evaluate their credentials for jobs, promotions, raises, terminations, or disciplinary actions under the Inspection of Employment Records Law. |
| Recruiting and Hiring | According to Pennsylvania law, employers cannot consider an applicant's arrest history, juvenile decisions, expunged records, or summary offense convictions. However, if they are relevant to the applicant's suitability for employment in the open position, an employer may consider an applicant's felony or misdemeanor convictions. |
| Minimum Wage | The federal minimum wage, now $7.25 per hour, and the minimum wage in Pennsylvania are identical. When the federal minimum wage rises, the minimum wage in Pennsylvania also does so automatically. |
| Overtime | According to Pennsylvania law, an employer must compensate covered employees for all hours worked beyond 40 in a workweek at one and a half times the standard rate. |
| Child Labor | All minors under 18 are not permitted to work in dangerous occupations, such as flying, firefighting, some railway jobs, and producing paints, dyes, and chemicals. The employment of minors in businesses that make, sell, or serve alcoholic beverages is likewise restricted. Many other jobs, such as working in a tunnel or on scaffolding, youth peddling, and promotion activities, are forbidden to minors under 16. In addition, minors can work up to five hours with a 30-minute break. In Pennsylvania, children who are employed must have a work permit. |
| Health Care Continuation | A company with two to 19 employees must provide an eligible employee and any covered dependents with the option of continuing their health care coverage for up to nine months under Pennsylvania's Health Care Continuation Coverage law (mini-COBRA). |
| Pay Frequency | By law, employers in Pennsylvania must pay their staff at least twice per month, on or before the 15th and the last day of the month. |
| Wage Deductions | If required by state or federal law or court order, with the employee's written consent, or for other legal reasons, such as but not limited to welfare or pension plan contributions, union dues, child support withholding, creditor garnishments, or tax levies, a Pennsylvania employer may deduct money from an employee's pay. |
| Leaves of Absence | Pennsylvania has a few rules regarding mandatory time off and employee leaves of absence. These rules cover leave for jury duty, crime victim assistance, military service, emergency responders, and organ or tissue donation. |
| Smoke-Free Workplace | Pennsylvania's Clean Indoor Air Act typically prohibits smoking in public places. An employer must display the necessary signage. |
| Safe Driving Practices | While driving a car, it is illegal in Pennsylvania to send, read, or compose text messages using an interactive wireless communications device. |
| Final Pay | According to Pennsylvania law, final wages must be paid by the following regular paycheck, whether the termination is voluntary or involuntary.
Depending on corporate policy, an employer may or may not be required to pay a terminated employee's accrued vacation money. |
