As with the state of Oregon, officials in the state of Pennsylvania want specific information about you and your new hires. They want you to report your new hires’ name, social security number, and their address. They request as an option that you can also add in their date of hire, their contact phone number, and their date of birth. As for your information, Pennsylvania labor law requires that you provide your company name, your company address, and your company federal employer identification number.
Employers in Pennsylvania may say that they are already providing their quarterly wage record reports. Isn’t that enough? The problem with quarterly record reports, though, is that they can be weeks, if not months, old. There can also be the problem that that data does not make it directly to the right state officials. In Pennsylvania, it can take up to six months before this quarterly wage reporting makes it to the New Hire reporting division.
On the other hand, with new hire reporting, that information is only days, or a couple weeks ago, so state and federal officials have fresh leads to go on as far as tracking down parents who don’t pay child support is concerned. That allows child support court orders to be written up and enforced on a timely basis.
To participate properly in the new hire reporting process, you can either submit a copy of the actual employee’s W-4 form, which would have their date of hire, name, and contact number. You could also use a standard new hire form, which has spaces on it for exactly the type of information that Pennsylvanian officials are looking. Or you can submit a diskette or a magnetic tape with the information. Or join the 21st century and submit by email or over the Internet.
I was reading around on some law-talk chat forums recently when I came across a post that got me particularly interested. The post was about the Pennsylvania Public Accommodations Provision. This is not something that most states have within their sets of laws, so I think it’s worth a blog.
Basically, the Public Accommodations Provisions states that a public accommodation is a literal accommodation that is open, accepts or solicits the patronage of the public, which includes the government agencies. Basically, it is any establishment that opens its doors to the public, such as a restaurant, theater or store.
Under the terms of the Act, it is illegal for any owner, lessee, proprietor, manager, superintendent, agent or employee of any public accommodation to discriminate against any person in the full use and enjoyment of the public facility on the basis of the patron’s race, color, religion, ancestry, national origin, disability, known association with a person with a disability, use of a guide or support animal due to blindness, deafness or physical inability because the user is a handler or trainer of such animals.
It is required that this notice is posted in the facility by an owner, lessee, proprietor or manager of the public accommodation. The Pennsylvania Human Relations Commission does monitor these posts to ensure that they are enacted and in place in a visible spot within the store. The notice must be placed where they can readily be seen by those seeking or granting any of the accommodations. It is illegal to tamper with or remove these notices of public accommodation.
In the event that a patron feels that he or she has been discriminated against in the public accommodation, the patron must file a complaint within 180 days of the alleged discrimination. The complaint must be filed with the Human Relationships Commission or with the Pennsylvania General Attorney.
The full details of the public accommadation laws are reflected on the Pennsylvania Complete Labor Law poster.