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Raw Queries and Responses

1. Shard Calculation

Query:

Response:

Calculated Shard: 5 (from laksa018)

2. Crawled Status Check

Query:

curl -X POST \
  'http://laksa005.int.ahrefs:8124/' \
  -H 'Content-Type: text/plain' \
  -H 'X-ClickHouse-Database: crawler3' \
  -H 'Authorization: Basic YXBpOg==' \
  -d 'SELECT getAhrefsURLFromUnparsed(src_unparsed) AS found_url, ifNull(toUnixTimestamp(download_stamp), 0) AS crawl_time, ifNull(toUnixTimestamp(props_url_first_seen), 0) AS first_indexed_time, download_http_code AS http_code, src_unparsed AS src_unparsed, src_root_hash AS src_root_hash, history_drop_reason AS history_drop_reason, meta_title AS meta_title, meta_descriptions AS meta_descriptions, attrs_boilerpipe_text AS attrs_boilerpipe_text, attrs_markdown AS attrs_markdown, attrs_readable_markdown AS attrs_readable_markdown, meta_canonical AS meta_canonical FROM crawler3.page_info_local FINAL PREWHERE (src_root_hash, src_unparsed) IN ((getAhrefsRootHashFromUnparsed(getAhrefsUnparsedNoserviceFromURL(\'https://www.job-discrimination.com/pennsylvania-employment-laws/\')), getAhrefsUnparsedNoserviceFromURL(\'https://www.job-discrimination.com/pennsylvania-employment-laws/\'))) FORMAT JSONEachRow'

Response:

{"found_url":"https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/","crawl_time":1775156814,"first_indexed_time":1707791230,"http_code":200,"src_unparsed":"com,job-discrimination!www,\/pennsylvania-employment-laws\/ s443","src_root_hash":"8790255039262857805","history_drop_reason":null,"meta_title":"Pennsylvania Employment Laws | Philadelphia Employment Law Lawyer","meta_descriptions":["Experienced employment discrimination lawyer for employees fighting age, race, sex, disability, religion and national origin discrimination, sexual harassment, FMLA violations and unemployment compensation. Call us at 267-470-4742. Pennsylvania Employment Laws - Philadelphia Employment Law Lawyer"],"attrs_boilerpipe_text":"An experienced Pennsylvania employment law attorney frequently represents client when there is a violation of a Pennsylvania employment law that protects employees. Employment lawyers also consult with employees with regard to documents that govern the employee employer relationship and provide advice when questions arise concerning an employee’s rights. At Abramson Employment Law, we are frequently called upon to represent employees at the commencement of the employment, during the time when an employee remains employed and at the termination of employment.\nEmployers frequently present employees with documents that may greatly impact an employee’s rights at all stages of an employment relationship. These documents include employment contracts, noncompete agreements (also known as, restrictive covenants) and severance agreements. Noncompete agreements place significant restrictions on an employee’s future employment prospects and are also sometimes inserted into severance agreements. Execution of each of these employment documents places restrictions on what jobs an employee may be able to do in the future and the employers with whom an employee can work in the future for certain periods of time. It is critical that before an employee signs any of these types of documents that the employee have an experienced employment law attorney review all relevant facts and the documents in order to determine any impact that signing a document could have on an employee’s future.\nPennsylvania is an employment at will jurisdiction which means that an employer can terminate an employee for any reason or no reason at all, unless there is a specific Pennsylvania law, or federal law, that protects the employee’s particular situation, or the employee and employer have signed an employment contract that provides an employee with certain rights, such as employment for a certain length of time. What Pennsylvania laws provide protection which are an exception to the employment at will doctrine? There are several Pennsylvania laws which provide protection to employees. For instance, the Pennsylvania Human Relations Act protects employees from discrimination on the basis of an employee’s age, race, religion, national origin, color, sex, physical handicap (disability) or ancestry.\nPennsylvania Courts have also recognized a public policy exception to the employment at will doctrine. In order for a terminated employee to pursue a wrongful discharge claim, the employee must show that the termination constitutes violation of a public policy mandate contained within an administrative regulation, legislation, the constitution, or a court decision. There are a limited number of reported Pennsylvania decisions in which courts have found a public policy creating an exception to the employment at will doctrine, allowing an employee to proceed with a wrongful discharge claim. One case often cited in Pennsylvania is Shick v. Shirey, where the Pennsylvania Supreme Court found that if an employee is terminated for pursuing an unemployment compensation claim, the employee may have a viable wrongful termination claim. Other cases that have recognized a public policy exception to the employment at will doctrine in Pennsylvania include an employee being terminated for not being at work when the employee was serving on jury duty; an employee being terminated for reporting the employer’s illegal activity; an employee is terminated because the employee refuses to perform an illegal act; an employer terminates an employee in retaliation for filing an unemployment compensation claim; an employer terminates an employee because the employee advised the employer that the employee would be reporting safety violations to OSHA; an employee refusing to lie to state or federal investigators; a bartender terminated for refusing to serving a visibility intoxicated person an alcoholic beverage; and a paralegal terminated for testifying against a supervising attorney.\nPennsylvania employment laws also provide certain protections to employees in terms of an employees’ wages and benefits. The Pennsylvania Minimum Wage Act requires that employers pay employees overtime pay when an employee works more than 40 hours per week. The Pennsylvania Wage Payment and Collection Law requires that employers timely pay employees and former employees all earned wages, salary, commission and benefits; if an employer fails to do so an employer is liable for additional damages. Pennsylvania also has an Equal Pay Law that requires that men and women be paid the same pay for the same job. Certain commissioned sales representatives also have protection under the Pennsylvania Commissioned Sales Representative Law. In certain circumstances, health care workers are protected against working excessive overtime hours udne the Pennsylvania Prohibition of Excessive Overtime in Health Care Act.\nAndrew Abramson is an experienced Philadelphia employment lawyer who has represented Pennsylvania employees in all types of employment law claims. For more information on Pennsylvania employment laws click the following links…","attrs_markdown":"- Contact Us Now:  **267-470-4742**  [Tap Here to Call Us](tel:+12674704742)\n\n[![Andrew Abramson](https:\/\/www.job-discrimination.com\/static\/2024\/01\/image-1.png)](https:\/\/www.job-discrimination.com\/)\n\n[Contact Us Now](https:\/\/www.job-discrimination.com\/contact-us\/)\n\n[267-470-4742](tel:+12674704742)\n\n- [Home](https:\/\/www.job-discrimination.com\/)\n- [Our Firm](https:\/\/www.job-discrimination.com\/our-firm\/)\n- [Attorney](https:\/\/www.job-discrimination.com\/lawyers\/andrew-s-abramson\/)\n- [Practice Areas](https:\/\/www.job-discrimination.com\/practice-areas\/)\n- [Published Decisions](https:\/\/www.job-discrimination.com\/results-and-published-decisions\/)\n- [Testimonials](https:\/\/www.job-discrimination.com\/testimonials\/)\n- [Blog](https:\/\/jobdiscrimination.wordpress.com\/)\n- [Contact Us](https:\/\/www.job-discrimination.com\/contact-us\/)\n- [More](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/)\n  - [Home](https:\/\/www.job-discrimination.com\/)\n  - [Our Firm](https:\/\/www.job-discrimination.com\/our-firm\/)\n  - [Attorney](https:\/\/www.job-discrimination.com\/lawyers\/andrew-s-abramson\/)\n  - [Practice Areas](https:\/\/www.job-discrimination.com\/practice-areas\/)\n  - [Published Decisions](https:\/\/www.job-discrimination.com\/results-and-published-decisions\/)\n  - [Testimonials](https:\/\/www.job-discrimination.com\/testimonials\/)\n  - [Blog](https:\/\/jobdiscrimination.wordpress.com\/)\n  - [Contact Us](https:\/\/www.job-discrimination.com\/contact-us\/)\n\n![Abramson Employment Law](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Internal-Page-Banner.jpg)\n\nKnowledgeable,  \n Professional, Tough,  \n Fair, & Prepared\n\n[Contact Us Now](https:\/\/www.job-discrimination.com\/contact-us\/)\n\nslide 1 to 3 of 5\n\n[![Super Lawyers](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-3.png)](https:\/\/www.job-discrimination.com\/super-lawyers-profile\/)\n\n![LC VERIFIED](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-4.png)\n\n![Super Lawyers 15 Years](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-5.png)\n\n[![PREEMINENT 2018](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-1.png)](https:\/\/www.job-discrimination.com\/martindale-hubbell-rating\/)\n\n[![PREEMINENT For Ethical Standards](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-2.png)](https:\/\/www.job-discrimination.com\/martindale-hubbell-rating\/)\n\n[![Super Lawyers](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-3.png)](https:\/\/www.job-discrimination.com\/super-lawyers-profile\/)\n\n![LC VERIFIED](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-4.png)\n\n![Super Lawyers 15 Years](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-5.png)\n\n[![PREEMINENT 2018](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-1.png)](https:\/\/www.job-discrimination.com\/martindale-hubbell-rating\/)\n\n[![PREEMINENT For Ethical Standards](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-2.png)](https:\/\/www.job-discrimination.com\/martindale-hubbell-rating\/)\n\n[![Super Lawyers](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-3.png)](https:\/\/www.job-discrimination.com\/super-lawyers-profile\/)\n\n![LC VERIFIED](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-4.png)\n\n![Super Lawyers 15 Years](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-5.png)\n\n[![PREEMINENT 2018](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-1.png)](https:\/\/www.job-discrimination.com\/martindale-hubbell-rating\/)\n\n[![PREEMINENT For Ethical Standards](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-2.png)](https:\/\/www.job-discrimination.com\/martindale-hubbell-rating\/)\n\n[![Super Lawyers](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-3.png)](https:\/\/www.job-discrimination.com\/super-lawyers-profile\/)\n\n![LC VERIFIED](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-4.png)\n\n![Super Lawyers 15 Years](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-5.png)\n\n[![PREEMINENT 2018](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-1.png)](https:\/\/www.job-discrimination.com\/martindale-hubbell-rating\/)\n\n[![PREEMINENT For Ethical Standards](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-2.png)](https:\/\/www.job-discrimination.com\/martindale-hubbell-rating\/)\n\n[![Super Lawyers](https:\/\/www.job-discrimination.com\/static\/2024\/01\/Association-3.png)](https:\/\/www.job-discrimination.com\/super-lawyers-profile\/)\n\n[Home](https:\/\/www.job-discrimination.com\/)Pennsylvania Employment Laws\n\n# Pennsylvania Employment Laws\nAn experienced Pennsylvania employment law attorney frequently represents client when there is a violation of a Pennsylvania employment law that protects employees. Employment lawyers also consult with employees with regard to documents that govern the employee employer relationship and provide advice when questions arise concerning an employee’s rights. At Abramson Employment Law, we are frequently called upon to represent employees at the commencement of the employment, during the time when an employee remains employed and at the termination of employment.\n\nEmployers frequently present employees with documents that may greatly impact an employee’s rights at all stages of an employment relationship. These documents include employment contracts, noncompete agreements (also known as, restrictive covenants) and severance agreements. Noncompete agreements place significant restrictions on an employee’s future employment prospects and are also sometimes inserted into severance agreements. Execution of each of these employment documents places restrictions on what jobs an employee may be able to do in the future and the employers with whom an employee can work in the future for certain periods of time. It is critical that before an employee signs any of these types of documents that the employee have an experienced employment law attorney review all relevant facts and the documents in order to determine any impact that signing a document could have on an employee’s future.\n\nPennsylvania is an employment at will jurisdiction which means that an employer can terminate an employee for any reason or no reason at all, unless there is a specific Pennsylvania law, or federal law, that protects the employee’s particular situation, or the employee and employer have signed an employment contract that provides an employee with certain rights, such as employment for a certain length of time. What Pennsylvania laws provide protection which are an exception to the employment at will doctrine? There are several Pennsylvania laws which provide protection to employees. For instance, the Pennsylvania Human Relations Act protects employees from discrimination on the basis of an employee’s age, race, religion, national origin, color, sex, physical handicap (disability) or ancestry.\n\nPennsylvania Courts have also recognized a public policy exception to the employment at will doctrine. In order for a terminated employee to pursue a wrongful discharge claim, the employee must show that the termination constitutes violation of a public policy mandate contained within an administrative regulation, legislation, the constitution, or a court decision. There are a limited number of reported Pennsylvania decisions in which courts have found a public policy creating an exception to the employment at will doctrine, allowing an employee to proceed with a wrongful discharge claim. One case often cited in Pennsylvania is Shick v. Shirey, where the Pennsylvania Supreme Court found that if an employee is terminated for pursuing an unemployment compensation claim, the employee may have a viable wrongful termination claim. Other cases that have recognized a public policy exception to the employment at will doctrine in Pennsylvania include an employee being terminated for not being at work when the employee was serving on jury duty; an employee being terminated for reporting the employer’s illegal activity; an employee is terminated because the employee refuses to perform an illegal act; an employer terminates an employee in retaliation for filing an unemployment compensation claim; an employer terminates an employee because the employee advised the employer that the employee would be reporting safety violations to OSHA; an employee refusing to lie to state or federal investigators; a bartender terminated for refusing to serving a visibility intoxicated person an alcoholic beverage; and a paralegal terminated for testifying against a supervising attorney.\n\nPennsylvania employment laws also provide certain protections to employees in terms of an employees’ wages and benefits. The Pennsylvania Minimum Wage Act requires that employers pay employees overtime pay when an employee works more than 40 hours per week. The Pennsylvania Wage Payment and Collection Law requires that employers timely pay employees and former employees all earned wages, salary, commission and benefits; if an employer fails to do so an employer is liable for additional damages. Pennsylvania also has an Equal Pay Law that requires that men and women be paid the same pay for the same job. Certain commissioned sales representatives also have protection under the Pennsylvania Commissioned Sales Representative Law. In certain circumstances, health care workers are protected against working excessive overtime hours udne the Pennsylvania Prohibition of Excessive Overtime in Health Care Act.\n\nAndrew Abramson is an experienced Philadelphia employment lawyer who has represented Pennsylvania employees in all types of employment law claims. For more information on Pennsylvania employment laws click the following links…\n\n- [Noncompete Agreements](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/noncompete-agreements\/)\n- [Severance Agreements](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/severance-agreements\/)\n- [Unemployment Compensation](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/unemployment-compensation\/)\n- [Executive Employment Contracts](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/executive-employment-contracts\/)\n- [Pennsylvania Wage Payment and Collection Law](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/pennsylvania-wage-payment-and-collection-law\/)\n- [Breach of Employment Contracts](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/breach-of-employment-contracts\/)\n- [Wrongful Termination – Public Policy Violations- Pursuit of Workers’ Compensation Claim and Other Claims](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/wrongful-termination-public-policy-violations-pursuit-of-workers\/)\n- [Criminal History Record Information Act](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/criminal-history-record-information-act\/)\n- [Revocation of Job Offer After Acceptance](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/revocation-of-job-offer-after-acceptance\/)\n- [Pennsylvania Personnel File Inspection Act](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/pennsylvania-personnel-file-inspection-act\/)\n- [Pennsylvania Equal Pay Law](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/pennsylvania-equal-pay-law\/)\n- [Pennsylvania Prohibition of Excessive Overtime in Health Care Act](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/pennsylvania-prohibition-of-excessive-overtime-in-health-care-ac\/)\n- [Pennsylvania Construction Workplace Misclassification Act](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/pennsylvania-construction-workplace-misclassification-act\/)\n- [Pennsylvania Commissioned Sales Representatives Law](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/pennsylvania-commissioned-sales-representatives-law\/)\n- [Pennsylvania Employee’s Failure to Report to Work During a State of Emergency Law](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/pennsylvania-employee-s-failure-to-report-to-work-during-a-state\/)\n- [Employee Handbook](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/employee-handbook\/)\n- [C-Level, C-Suite and High Ranking Corporate Executive Representation](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/c-level-c-suite-and-high-ranking-corporate-executive-representat\/)\n\n## Contact Us\n- **267-470-4742**\n\n## Practice Areas\n- [Employment Discrimination](https:\/\/www.job-discrimination.com\/employment-discrimination\/)\n- [Pennsylvania Employment Laws](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/)\n- [Federal Employment Laws](https:\/\/www.job-discrimination.com\/federal-employment-laws\/)\n- [Whistleblower Laws](https:\/\/www.job-discrimination.com\/whistleblower-laws\/)\n\n## In the News\n- [PBA – FTC’s Proposed Ban on Noncompetes Stirs Legal, Ethical Issues](https:\/\/www.job-discrimination.com\/static\/2023\/12\/pba-article-noncompetes.pdf)\n\n## Client Reviews\nprev\n\nnext\n\nslide 1 to 3 of 5\n\n> I was terminated from my job in my late 60's, and Mr. Abramson was able to get me compensated for my losses. He was also very understanding throughout this difficult time.\n\nArnold F.\n\n> Andy I am sure that many of your clients come to you discouraged and feeling overwhelmed like I did. Thank you so much for not only your expertise in the current employment laws but also for your professionalism and truthful desire to put your clients interest first. You brought clarity to...\n\nKeith K.\n\n> Mr. Abramson did a fantastic job for me. Not only did he explain exactly how the legal system works, but he was able to get me the compensation I deserved.\n\nBruce F.\n\n> Thank you so much for representing me in my case. It was very last minute and you still did a fine job. I appreciate everything you have done. Without you, I would have received nothing.\n\nLori W.\n\n> Mr. Abramson is a meticulous and most responsible attorney. It has been a pleasure to work with him and his conscientious, professional staff.\n\nRobyn E.\n\n> I was terminated from my job in my late 60's, and Mr. Abramson was able to get me compensated for my losses. He was also very understanding throughout this difficult time.\n\nArnold F.\n\n> Andy I am sure that many of your clients come to you discouraged and feeling overwhelmed like I did. Thank you so much for not only your expertise in the current employment laws but also for your professionalism and truthful desire to put your clients interest first. You brought clarity to...\n\nKeith K.\n\n> Mr. Abramson did a fantastic job for me. Not only did he explain exactly how the legal system works, but he was able to get me the compensation I deserved.\n\nBruce F.\n\n> Thank you so much for representing me in my case. It was very last minute and you still did a fine job. I appreciate everything you have done. Without you, I would have received nothing.\n\nLori W.\n\n> Mr. Abramson is a meticulous and most responsible attorney. It has been a pleasure to work with him and his conscientious, professional staff.\n\nRobyn E.\n\n> I was terminated from my job in my late 60's, and Mr. Abramson was able to get me compensated for my losses. He was also very understanding throughout this difficult time.\n\nArnold F.\n\n> Andy I am sure that many of your clients come to you discouraged and feeling overwhelmed like I did. Thank you so much for not only your expertise in the current employment laws but also for your professionalism and truthful desire to put your clients interest first. You brought clarity to...\n\nKeith K.\n\n> Mr. Abramson did a fantastic job for me. Not only did he explain exactly how the legal system works, but he was able to get me the compensation I deserved.\n\nBruce F.\n\n> Thank you so much for representing me in my case. It was very last minute and you still did a fine job. I appreciate everything you have done. Without you, I would have received nothing.\n\nLori W.\n\n> Mr. Abramson is a meticulous and most responsible attorney. It has been a pleasure to work with him and his conscientious, professional staff.\n\nRobyn E.\n\n[View More](https:\/\/www.job-discrimination.com\/testimonials\/)\n\n[Submit a Law Firm Client Review](https:\/\/www.job-discrimination.com\/submit-a-law-firm-review-testimonial\/)\n\n## Contact Us\n1. 1 30+ Years of Experience\n2. 2 Knowledgable\n3. 3 Professional\n\nFill out the contact form or call us at **267-470-4742** to schedule your consultation.\n## Leave Us a Message\n\n[![Andrew Abramson](https:\/\/www.job-discrimination.com\/static\/2024\/01\/image-1.png)](https:\/\/www.job-discrimination.com\/)\n\n790 Penllyn Blue Bell Pike \\#205\n\nBlue Bell, PA 19422\n\n**Phone:**  [267-470-4742](tel:+12674704742)  **Fax:**  267-470-4754\n\n[asa@aemploylaw.com](mailto:asa@aemploylaw.com)\n\n[![Twitter Icon](https:\/\/justatic.com\/v\/1\/shared\/images\/icons\/social\/twitter.svg)](https:\/\/twitter.com\/AEmployLaw \"Twitter\")    [![LinkedIn Icon](https:\/\/justatic.com\/v\/1\/shared\/images\/icons\/social\/linkedin.svg)](https:\/\/www.linkedin.com\/pub\/andrew-abramson\/35\/947\/272 \"LinkedIn\")    [![Justia Icon](https:\/\/justatic.com\/v\/1\/shared\/images\/icons\/social\/justia.svg)](https:\/\/lawyers.justia.com\/firm\/abramson-employment-law-llc-7108 \"Justia\")    [![Avvo Icon](https:\/\/justatic.com\/v\/1\/shared\/images\/icons\/social\/avvo.svg)](http:\/\/www.avvo.com\/attorneys\/19422-pa-andrew-abramson-582246.html \"Avvo\")\n\nWe serve clients throughout Pennsylvania, including, but not limited to, those in the following localities: Bucks County including Bensalem and Doylestown; Chester County including West Chester; Delaware County including Chester and Media; and Montgomery County including Abington, Ambler, Blue Bell, Cheltenham, Conshohocken, Elkins Park, Glenside, Hatboro, Huntingdon Valley, King of Prussia, Jenkintown, Lafayette Hill, Lower Gwynedd Township, Lower Moreland Township, Norristown, Plymouth Meeting, Upper Dublin Township, and Whitpain Township.\n\nView More\n\n- [Home](https:\/\/www.job-discrimination.com\/)\n- [Disclaimer](https:\/\/www.job-discrimination.com\/disclaimer\/)\n- [Privacy Policy](https:\/\/www.job-discrimination.com\/privacy-policy\/)\n- [Site Map](https:\/\/www.job-discrimination.com\/sitemap\/)\n- [Contact Us](https:\/\/www.job-discrimination.com\/contact-us\/)\n\nPennsylvania Employment Laws \\| Philadelphia Employment Law Lawyer\n\n[![California Consumer Privacy Act (CCPA) Opt-Out Icon](https:\/\/www.job-discrimination.com\/static\/icons\/privacy-options.svg)Your Privacy Choices](https:\/\/www.job-discrimination.com\/your-privacy-choices\/) [Cookie Policy](https:\/\/www.job-discrimination.com\/cookie-policy\/) [Manage Cookies](https:\/\/www.job-discrimination.com\/pennsylvania-employment-laws\/)\n\nThis site is protected by reCAPTCHA and the [Google Privacy Policy](https:\/\/policies.google.com\/privacy) and [Terms of Service](https:\/\/policies.google.com\/terms) apply.\n\nPlease do not include any confidential or sensitive information in a contact form, text message, or voicemail. The contact form sends information by non-encrypted email, which is not secure. Submitting a contact form, sending a text message, making a phone call, or leaving a voicemail does not create an attorney-client relationship.\n\nCopyright © 2026, [Abramson Employment Law LLC](https:\/\/www.job-discrimination.com\/)\n\n[Justia Elevate \\| Websites for Lawyers](https:\/\/elevate.justia.com\/websites\/)\n\nWe use cookies for site operations, enhanced functionality, analytics, and marketing purposes. You can review our [Cookie Policy](https:\/\/www.job-discrimination.com\/cookie-policy\/) for more details.\n\nAccept All\n\nNecessary Cookies Only\n\nManage Cookies\n\n×","attrs_readable_markdown":null,"meta_canonical":null}

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URL	https://www.job-discrimination.com/pennsylvania-employment-laws/
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Meta Title	Pennsylvania Employment Laws \| Philadelphia Employment Law Lawyer
Meta Description	Experienced employment discrimination lawyer for employees fighting age, race, sex, disability, religion and national origin discrimination, sexual harassment, FMLA violations and unemployment compensation. Call us at 267-470-4742. Pennsylvania Employment Laws - Philadelphia Employment Law Lawyer
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Boilerpipe Text	An experienced Pennsylvania employment law attorney frequently represents client when there is a violation of a Pennsylvania employment law that protects employees. Employment lawyers also consult with employees with regard to documents that govern the employee employer relationship and provide advice when questions arise concerning an employee’s rights. At Abramson Employment Law, we are frequently called upon to represent employees at the commencement of the employment, during the time when an employee remains employed and at the termination of employment. Employers frequently present employees with documents that may greatly impact an employee’s rights at all stages of an employment relationship. These documents include employment contracts, noncompete agreements (also known as, restrictive covenants) and severance agreements. Noncompete agreements place significant restrictions on an employee’s future employment prospects and are also sometimes inserted into severance agreements. Execution of each of these employment documents places restrictions on what jobs an employee may be able to do in the future and the employers with whom an employee can work in the future for certain periods of time. It is critical that before an employee signs any of these types of documents that the employee have an experienced employment law attorney review all relevant facts and the documents in order to determine any impact that signing a document could have on an employee’s future. Pennsylvania is an employment at will jurisdiction which means that an employer can terminate an employee for any reason or no reason at all, unless there is a specific Pennsylvania law, or federal law, that protects the employee’s particular situation, or the employee and employer have signed an employment contract that provides an employee with certain rights, such as employment for a certain length of time. What Pennsylvania laws provide protection which are an exception to the employment at will doctrine? There are several Pennsylvania laws which provide protection to employees. For instance, the Pennsylvania Human Relations Act protects employees from discrimination on the basis of an employee’s age, race, religion, national origin, color, sex, physical handicap (disability) or ancestry. Pennsylvania Courts have also recognized a public policy exception to the employment at will doctrine. In order for a terminated employee to pursue a wrongful discharge claim, the employee must show that the termination constitutes violation of a public policy mandate contained within an administrative regulation, legislation, the constitution, or a court decision. There are a limited number of reported Pennsylvania decisions in which courts have found a public policy creating an exception to the employment at will doctrine, allowing an employee to proceed with a wrongful discharge claim. One case often cited in Pennsylvania is Shick v. Shirey, where the Pennsylvania Supreme Court found that if an employee is terminated for pursuing an unemployment compensation claim, the employee may have a viable wrongful termination claim. Other cases that have recognized a public policy exception to the employment at will doctrine in Pennsylvania include an employee being terminated for not being at work when the employee was serving on jury duty; an employee being terminated for reporting the employer’s illegal activity; an employee is terminated because the employee refuses to perform an illegal act; an employer terminates an employee in retaliation for filing an unemployment compensation claim; an employer terminates an employee because the employee advised the employer that the employee would be reporting safety violations to OSHA; an employee refusing to lie to state or federal investigators; a bartender terminated for refusing to serving a visibility intoxicated person an alcoholic beverage; and a paralegal terminated for testifying against a supervising attorney. Pennsylvania employment laws also provide certain protections to employees in terms of an employees’ wages and benefits. The Pennsylvania Minimum Wage Act requires that employers pay employees overtime pay when an employee works more than 40 hours per week. The Pennsylvania Wage Payment and Collection Law requires that employers timely pay employees and former employees all earned wages, salary, commission and benefits; if an employer fails to do so an employer is liable for additional damages. Pennsylvania also has an Equal Pay Law that requires that men and women be paid the same pay for the same job. Certain commissioned sales representatives also have protection under the Pennsylvania Commissioned Sales Representative Law. In certain circumstances, health care workers are protected against working excessive overtime hours udne the Pennsylvania Prohibition of Excessive Overtime in Health Care Act. Andrew Abramson is an experienced Philadelphia employment lawyer who has represented Pennsylvania employees in all types of employment law claims. For more information on Pennsylvania employment laws click the following links…
Markdown	- Contact Us Now: 267-470-4742 [Tap Here to Call Us](tel:+12674704742) [![Andrew Abramson](https://www.job-discrimination.com/static/2024/01/image-1.png)](https://www.job-discrimination.com/) [Contact Us Now](https://www.job-discrimination.com/contact-us/) [267-470-4742](tel:+12674704742) - [Home](https://www.job-discrimination.com/) - [Our Firm](https://www.job-discrimination.com/our-firm/) - [Attorney](https://www.job-discrimination.com/lawyers/andrew-s-abramson/) - [Practice Areas](https://www.job-discrimination.com/practice-areas/) - [Published Decisions](https://www.job-discrimination.com/results-and-published-decisions/) - [Testimonials](https://www.job-discrimination.com/testimonials/) - [Blog](https://jobdiscrimination.wordpress.com/) - [Contact Us](https://www.job-discrimination.com/contact-us/) - [More](https://www.job-discrimination.com/pennsylvania-employment-laws/) - [Home](https://www.job-discrimination.com/) - [Our Firm](https://www.job-discrimination.com/our-firm/) - [Attorney](https://www.job-discrimination.com/lawyers/andrew-s-abramson/) - [Practice Areas](https://www.job-discrimination.com/practice-areas/) - [Published Decisions](https://www.job-discrimination.com/results-and-published-decisions/) - [Testimonials](https://www.job-discrimination.com/testimonials/) - [Blog](https://jobdiscrimination.wordpress.com/) - [Contact Us](https://www.job-discrimination.com/contact-us/) ![Abramson Employment Law](https://www.job-discrimination.com/static/2024/01/Internal-Page-Banner.jpg) Knowledgeable, Professional, Tough, Fair, & Prepared [Contact Us Now](https://www.job-discrimination.com/contact-us/) slide 1 to 3 of 5 [![Super Lawyers](https://www.job-discrimination.com/static/2024/01/Association-3.png)](https://www.job-discrimination.com/super-lawyers-profile/) ![LC VERIFIED](https://www.job-discrimination.com/static/2024/01/Association-4.png) ![Super Lawyers 15 Years](https://www.job-discrimination.com/static/2024/01/Association-5.png) [![PREEMINENT 2018](https://www.job-discrimination.com/static/2024/01/Association-1.png)](https://www.job-discrimination.com/martindale-hubbell-rating/) [![PREEMINENT For Ethical Standards](https://www.job-discrimination.com/static/2024/01/Association-2.png)](https://www.job-discrimination.com/martindale-hubbell-rating/) [![Super Lawyers](https://www.job-discrimination.com/static/2024/01/Association-3.png)](https://www.job-discrimination.com/super-lawyers-profile/) ![LC VERIFIED](https://www.job-discrimination.com/static/2024/01/Association-4.png) ![Super Lawyers 15 Years](https://www.job-discrimination.com/static/2024/01/Association-5.png) [![PREEMINENT 2018](https://www.job-discrimination.com/static/2024/01/Association-1.png)](https://www.job-discrimination.com/martindale-hubbell-rating/) [![PREEMINENT For Ethical Standards](https://www.job-discrimination.com/static/2024/01/Association-2.png)](https://www.job-discrimination.com/martindale-hubbell-rating/) [![Super Lawyers](https://www.job-discrimination.com/static/2024/01/Association-3.png)](https://www.job-discrimination.com/super-lawyers-profile/) ![LC VERIFIED](https://www.job-discrimination.com/static/2024/01/Association-4.png) ![Super Lawyers 15 Years](https://www.job-discrimination.com/static/2024/01/Association-5.png) [![PREEMINENT 2018](https://www.job-discrimination.com/static/2024/01/Association-1.png)](https://www.job-discrimination.com/martindale-hubbell-rating/) [![PREEMINENT For Ethical Standards](https://www.job-discrimination.com/static/2024/01/Association-2.png)](https://www.job-discrimination.com/martindale-hubbell-rating/) [![Super Lawyers](https://www.job-discrimination.com/static/2024/01/Association-3.png)](https://www.job-discrimination.com/super-lawyers-profile/) ![LC VERIFIED](https://www.job-discrimination.com/static/2024/01/Association-4.png) ![Super Lawyers 15 Years](https://www.job-discrimination.com/static/2024/01/Association-5.png) [![PREEMINENT 2018](https://www.job-discrimination.com/static/2024/01/Association-1.png)](https://www.job-discrimination.com/martindale-hubbell-rating/) [![PREEMINENT For Ethical Standards](https://www.job-discrimination.com/static/2024/01/Association-2.png)](https://www.job-discrimination.com/martindale-hubbell-rating/) [![Super Lawyers](https://www.job-discrimination.com/static/2024/01/Association-3.png)](https://www.job-discrimination.com/super-lawyers-profile/) [Home](https://www.job-discrimination.com/)Pennsylvania Employment Laws # Pennsylvania Employment Laws An experienced Pennsylvania employment law attorney frequently represents client when there is a violation of a Pennsylvania employment law that protects employees. Employment lawyers also consult with employees with regard to documents that govern the employee employer relationship and provide advice when questions arise concerning an employee’s rights. At Abramson Employment Law, we are frequently called upon to represent employees at the commencement of the employment, during the time when an employee remains employed and at the termination of employment. Employers frequently present employees with documents that may greatly impact an employee’s rights at all stages of an employment relationship. These documents include employment contracts, noncompete agreements (also known as, restrictive covenants) and severance agreements. Noncompete agreements place significant restrictions on an employee’s future employment prospects and are also sometimes inserted into severance agreements. Execution of each of these employment documents places restrictions on what jobs an employee may be able to do in the future and the employers with whom an employee can work in the future for certain periods of time. It is critical that before an employee signs any of these types of documents that the employee have an experienced employment law attorney review all relevant facts and the documents in order to determine any impact that signing a document could have on an employee’s future. Pennsylvania is an employment at will jurisdiction which means that an employer can terminate an employee for any reason or no reason at all, unless there is a specific Pennsylvania law, or federal law, that protects the employee’s particular situation, or the employee and employer have signed an employment contract that provides an employee with certain rights, such as employment for a certain length of time. What Pennsylvania laws provide protection which are an exception to the employment at will doctrine? There are several Pennsylvania laws which provide protection to employees. For instance, the Pennsylvania Human Relations Act protects employees from discrimination on the basis of an employee’s age, race, religion, national origin, color, sex, physical handicap (disability) or ancestry. Pennsylvania Courts have also recognized a public policy exception to the employment at will doctrine. In order for a terminated employee to pursue a wrongful discharge claim, the employee must show that the termination constitutes violation of a public policy mandate contained within an administrative regulation, legislation, the constitution, or a court decision. There are a limited number of reported Pennsylvania decisions in which courts have found a public policy creating an exception to the employment at will doctrine, allowing an employee to proceed with a wrongful discharge claim. One case often cited in Pennsylvania is Shick v. Shirey, where the Pennsylvania Supreme Court found that if an employee is terminated for pursuing an unemployment compensation claim, the employee may have a viable wrongful termination claim. Other cases that have recognized a public policy exception to the employment at will doctrine in Pennsylvania include an employee being terminated for not being at work when the employee was serving on jury duty; an employee being terminated for reporting the employer’s illegal activity; an employee is terminated because the employee refuses to perform an illegal act; an employer terminates an employee in retaliation for filing an unemployment compensation claim; an employer terminates an employee because the employee advised the employer that the employee would be reporting safety violations to OSHA; an employee refusing to lie to state or federal investigators; a bartender terminated for refusing to serving a visibility intoxicated person an alcoholic beverage; and a paralegal terminated for testifying against a supervising attorney. Pennsylvania employment laws also provide certain protections to employees in terms of an employees’ wages and benefits. The Pennsylvania Minimum Wage Act requires that employers pay employees overtime pay when an employee works more than 40 hours per week. The Pennsylvania Wage Payment and Collection Law requires that employers timely pay employees and former employees all earned wages, salary, commission and benefits; if an employer fails to do so an employer is liable for additional damages. Pennsylvania also has an Equal Pay Law that requires that men and women be paid the same pay for the same job. Certain commissioned sales representatives also have protection under the Pennsylvania Commissioned Sales Representative Law. In certain circumstances, health care workers are protected against working excessive overtime hours udne the Pennsylvania Prohibition of Excessive Overtime in Health Care Act. Andrew Abramson is an experienced Philadelphia employment lawyer who has represented Pennsylvania employees in all types of employment law claims. For more information on Pennsylvania employment laws click the following links… - [Noncompete Agreements](https://www.job-discrimination.com/pennsylvania-employment-laws/noncompete-agreements/) - [Severance Agreements](https://www.job-discrimination.com/pennsylvania-employment-laws/severance-agreements/) - [Unemployment Compensation](https://www.job-discrimination.com/pennsylvania-employment-laws/unemployment-compensation/) - [Executive Employment Contracts](https://www.job-discrimination.com/pennsylvania-employment-laws/executive-employment-contracts/) - [Pennsylvania Wage Payment and Collection Law](https://www.job-discrimination.com/pennsylvania-employment-laws/pennsylvania-wage-payment-and-collection-law/) - [Breach of Employment Contracts](https://www.job-discrimination.com/pennsylvania-employment-laws/breach-of-employment-contracts/) - [Wrongful Termination – Public Policy Violations- Pursuit of Workers’ Compensation Claim and Other Claims](https://www.job-discrimination.com/pennsylvania-employment-laws/wrongful-termination-public-policy-violations-pursuit-of-workers/) - [Criminal History Record Information Act](https://www.job-discrimination.com/pennsylvania-employment-laws/criminal-history-record-information-act/) - [Revocation of Job Offer After Acceptance](https://www.job-discrimination.com/pennsylvania-employment-laws/revocation-of-job-offer-after-acceptance/) - [Pennsylvania Personnel File Inspection Act](https://www.job-discrimination.com/pennsylvania-employment-laws/pennsylvania-personnel-file-inspection-act/) - [Pennsylvania Equal Pay Law](https://www.job-discrimination.com/pennsylvania-employment-laws/pennsylvania-equal-pay-law/) - [Pennsylvania Prohibition of Excessive Overtime in Health Care Act](https://www.job-discrimination.com/pennsylvania-employment-laws/pennsylvania-prohibition-of-excessive-overtime-in-health-care-ac/) - [Pennsylvania Construction Workplace Misclassification Act](https://www.job-discrimination.com/pennsylvania-employment-laws/pennsylvania-construction-workplace-misclassification-act/) - [Pennsylvania Commissioned Sales Representatives Law](https://www.job-discrimination.com/pennsylvania-employment-laws/pennsylvania-commissioned-sales-representatives-law/) - [Pennsylvania Employee’s Failure to Report to Work During a State of Emergency Law](https://www.job-discrimination.com/pennsylvania-employment-laws/pennsylvania-employee-s-failure-to-report-to-work-during-a-state/) - [Employee Handbook](https://www.job-discrimination.com/pennsylvania-employment-laws/employee-handbook/) - [C-Level, C-Suite and High Ranking Corporate Executive Representation](https://www.job-discrimination.com/pennsylvania-employment-laws/c-level-c-suite-and-high-ranking-corporate-executive-representat/) ## Contact Us - 267-470-4742 ## Practice Areas - [Employment Discrimination](https://www.job-discrimination.com/employment-discrimination/) - [Pennsylvania Employment Laws](https://www.job-discrimination.com/pennsylvania-employment-laws/) - [Federal Employment Laws](https://www.job-discrimination.com/federal-employment-laws/) - [Whistleblower Laws](https://www.job-discrimination.com/whistleblower-laws/) ## In the News - [PBA – FTC’s Proposed Ban on Noncompetes Stirs Legal, Ethical Issues](https://www.job-discrimination.com/static/2023/12/pba-article-noncompetes.pdf) ## Client Reviews prev next slide 1 to 3 of 5 > I was terminated from my job in my late 60's, and Mr. Abramson was able to get me compensated for my losses. He was also very understanding throughout this difficult time. Arnold F. > Andy I am sure that many of your clients come to you discouraged and feeling overwhelmed like I did. Thank you so much for not only your expertise in the current employment laws but also for your professionalism and truthful desire to put your clients interest first. You brought clarity to... Keith K. > Mr. Abramson did a fantastic job for me. Not only did he explain exactly how the legal system works, but he was able to get me the compensation I deserved. Bruce F. > Thank you so much for representing me in my case. It was very last minute and you still did a fine job. I appreciate everything you have done. Without you, I would have received nothing. Lori W. > Mr. Abramson is a meticulous and most responsible attorney. It has been a pleasure to work with him and his conscientious, professional staff. Robyn E. > I was terminated from my job in my late 60's, and Mr. Abramson was able to get me compensated for my losses. He was also very understanding throughout this difficult time. Arnold F. > Andy I am sure that many of your clients come to you discouraged and feeling overwhelmed like I did. Thank you so much for not only your expertise in the current employment laws but also for your professionalism and truthful desire to put your clients interest first. You brought clarity to... Keith K. > Mr. Abramson did a fantastic job for me. Not only did he explain exactly how the legal system works, but he was able to get me the compensation I deserved. Bruce F. > Thank you so much for representing me in my case. It was very last minute and you still did a fine job. I appreciate everything you have done. Without you, I would have received nothing. Lori W. > Mr. Abramson is a meticulous and most responsible attorney. It has been a pleasure to work with him and his conscientious, professional staff. Robyn E. > I was terminated from my job in my late 60's, and Mr. Abramson was able to get me compensated for my losses. He was also very understanding throughout this difficult time. Arnold F. > Andy I am sure that many of your clients come to you discouraged and feeling overwhelmed like I did. Thank you so much for not only your expertise in the current employment laws but also for your professionalism and truthful desire to put your clients interest first. You brought clarity to... Keith K. > Mr. Abramson did a fantastic job for me. Not only did he explain exactly how the legal system works, but he was able to get me the compensation I deserved. Bruce F. > Thank you so much for representing me in my case. It was very last minute and you still did a fine job. I appreciate everything you have done. Without you, I would have received nothing. Lori W. > Mr. Abramson is a meticulous and most responsible attorney. It has been a pleasure to work with him and his conscientious, professional staff. Robyn E. [View More](https://www.job-discrimination.com/testimonials/) [Submit a Law Firm Client Review](https://www.job-discrimination.com/submit-a-law-firm-review-testimonial/) ## Contact Us 1. 1 30+ Years of Experience 2. 2 Knowledgable 3. 3 Professional Fill out the contact form or call us at 267-470-4742 to schedule your consultation. ## Leave Us a Message [![Andrew Abramson](https://www.job-discrimination.com/static/2024/01/image-1.png)](https://www.job-discrimination.com/) 790 Penllyn Blue Bell Pike \#205 Blue Bell, PA 19422 Phone: [267-470-4742](tel:+12674704742) Fax: 267-470-4754 [asa@aemploylaw.com](mailto:asa@aemploylaw.com) [![Twitter Icon](https://justatic.com/v/1/shared/images/icons/social/twitter.svg)](https://twitter.com/AEmployLaw "Twitter") [![LinkedIn Icon](https://justatic.com/v/1/shared/images/icons/social/linkedin.svg)](https://www.linkedin.com/pub/andrew-abramson/35/947/272 "LinkedIn") [![Justia Icon](https://justatic.com/v/1/shared/images/icons/social/justia.svg)](https://lawyers.justia.com/firm/abramson-employment-law-llc-7108 "Justia") [![Avvo Icon](https://justatic.com/v/1/shared/images/icons/social/avvo.svg)](http://www.avvo.com/attorneys/19422-pa-andrew-abramson-582246.html "Avvo") We serve clients throughout Pennsylvania, including, but not limited to, those in the following localities: Bucks County including Bensalem and Doylestown; Chester County including West Chester; Delaware County including Chester and Media; and Montgomery County including Abington, Ambler, Blue Bell, Cheltenham, Conshohocken, Elkins Park, Glenside, Hatboro, Huntingdon Valley, King of Prussia, Jenkintown, Lafayette Hill, Lower Gwynedd Township, Lower Moreland Township, Norristown, Plymouth Meeting, Upper Dublin Township, and Whitpain Township. 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