Under an ordinance signed on September 3, 2014, Philadelphia now requires public and private employers to provide reasonable accommodations to employees who need to express breast milk. Philadelphia employers must provide employees paid (if otherwise available to the employee) or unpaid break time to express milk as well as a private, sanitary space that is not a bathroom to express milk. The ordinance exempts an employer from these requirements only if they pose an “undue hardship.” The ordinance is an amendment to Philadelphia’s Fair Practices Ordinance (Chapter 9-1100), and is effective immediately.
Articles Discussing General Topics In Pennsylvania Labor & Employment Law.
On or before April 20, 2014, all employers with employees in the City of Philadelphia must post a new notice on pregnancy discrimination from the Philadelphia Commission on Human Relations. Unlike the Philadelphia 21st Century Minimum Wage and Benefits Standard,1 this law is not limited to city employees or contractors, but instead applies to all employers and employees working within the City. The new Notice is a plain-language explanation of the January 20, 2014 amendments to the City’s Fair Practices Ordinance which impose a duty on employers to accommodate employees “affected by pregnancy,” regardless of whether they are disabled.
The Pennsylvania Supreme Court recently issued a decision that may significantly change the ability of an employer to modify or suspend Pennsylvania Workers’ Compensation benefits based on a Labor Market Survey. In Phoenixville Hospital v. WCAB (Shoap), the court ruled that evidence that a claimant applied for, but was ultimately not hired for, positions identified in the Labor Market Survey is allowable to show the positions are “not available” under Section 306 (b)(2) of the Pennsylvania Workers Compensation Act (the Act). Thus, the claimant’s application for the jobs and the availability of the positions is now an issue that must be addressed.
Pennsylvania’s Governor Tom Corbett has announced that he will sign the “benevolent gesture” bill after the legislation received unanimous support from lawmakers. The law permits health care providers, including hospitals, long-term care facilities and physicians, to offer a “benevolent gesture” (i.e., an apology) to patients, their family members or representatives without worrying that the gesture might be used against them in future litigation. The bill is widely touted as a method to encourage open communication between patients and physicians, as well as a way to reduce the number of medical malpractice actions.
Philadelphia Mayor Michael Nutter has signed into law an ordinance that significantly enhances the rights and protections afforded the lesbian, gay, bisexual and transgender community and makes Philadelphia the first city in the United States to provide tax incentives for businesses to offer LGBT-inclusive health care.
Philadelphia Mayor Michael A. Nutter has vetoed legislation that would require local employers to provide paid sick leave to their employees.
Some employers in Philadelphia must provide their employees with paid sick leave. Pursuant to an amendment to Chapter 17-1300 of the Philadelphia Code, titled “Philadelphia 21st Century Minimum Wage and Benefits Standard,” certain entities providing services to, or receiving financial aid from, the City of Philadelphia must provide up to 56 hours, or seven days, of paid sick leave to all full-time, non-temporary, non-seasonal covered employees beginning July 1, 2012. In certain circumstances, a covered employer can seek partial or total waiver of the paid sick leave requirement from the Philadelphia Office of Labor Standards. A waiver may be granted, for example, if a covered employer contends that it is unable to pay all or part of the paid sick leave or if the paid sick leave is waived by a bona fide collective bargaining agreement.
As of July 1, 2012, certain employers in Philadelphia will have to provide their employees with paid sick leave. A recently enacted ordinance amends Chapter 17-300 of the Philadelphia Code, titled “Philadelphia 21st Century Minimum Wage and Benefits Standard.”
Certain Philadelphia employers will be required to provide full-time employees with paid sick leave beginning July 1, 2012. The City Council voted 15-2 in support of the measure and Mayor Michael Nutter did not veto it. The new Ordinance, an amendment to Chapter 17-1300 of the Philadelphia Code, is entitled, â€œPhiladelphia 21st Century Minimum Wage and Benefits Standardâ€. Mayor Nutter previously vetoed a broader paid sick leave bill, which would have applied to all Philadelphia employers with more than five employees.
Effective June 17, 2011, Philadelphiaâ€™s new Fair Criminal Record Screening Standards Ordinance generally will prohibit Philadelphia employers from asking job applicants questions related to criminal history prior to or during the first interview. Similar to restrictions applicable to Massachusetts and Hawaii employers, the â€œban the boxâ€ law will prohibit Philadelphia employers from obtaining criminal background information on an initial employment application. The Ordinance applies to employers that employ 10 or more persons within the City of Philadelphia.