Employment Law With No Contract In Allegheny
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FAQ
Under Pennsylvania law, an employment agreement will be recognized where both parties manifest a clear intent to be bound by its terms, the terms are sufficiently definite to be enforced, and the agreement is supported by consideration.
You can also contact the Department of Labor to ask questions, file a complaint, or request compliance assistance at (215) 686-0802. You can also watch a video overview of the law.
A: The Department of Labor makes every effort to ensure that employers are in compliance with the law. We are able to resolve most cases administratively. If appropriate, the Department of Labor may litigate and/or recommend criminal prosecution.
In some cases, yes--especially if you're not working under a contract. Without a formal contract, you're considered to be employed at will, which means that both you and your employer have the right to terminate the employment relationship at any time.
PA Office of Attorney General (OAG) investigates trade practices in the distribution, financing and furnishing of goods and services for possible unfair and deceptive conduct in PA. Submit a complaint online or call (717) 787-9707 or (800) 441-2555.
If you feel you have experienced illegal discrimination, you can file a complaint or report a bias incident to the Pennsylvania Human Relations Commission (PHRC). Email the PHRC or call your regional office.
Employment is at-will in most countries: that means you have as much a right to walk away from a contract as the employer has to revoke the contract. Even retracting on a signed offer would only mean you'd be forced to refund some contractually-agreed-upon portion of any renumeration the company gave you.
A contract requires several legal requirements to be valid and enforceable: Consideration: The parties must exchange something of value. Without such an exchange, there is no agreement. Offer and Acceptance: One party must make an offer, and the other must accept it.
Many investigations are initiated by complaints, which are confidential. The name of the complainant, the nature of the complaint, and whether a complaint exists may not be disclosed.
Act 102 allows mandatory overtime for absences, discovered at or before the commencement of a scheduled shift, which could not be prudently planned for by the employer and which could significantly affect patient safety. As noted in a previous FAQ, there is no specific time period for the call-in to occur.
