What are the laws in Pennsylvania regarding workplace discrimination and harassment, and what steps can I take if either of these occur in my workplace?

Pennsylvania has laws that prohibit workplace discrimination and harassment. The Pennsylvania Human Relations Act (PHRA) and the federal Civil Rights Act of 1964 prohibit employers from discriminating against employees or job applicants based on their race, color, religion, sex, national origin, age, disability, or genetic information. Additionally, the Pennsylvania Fair Employment Practices Act (FEPA) also prohibits employers from discrimination on the basis of ancestry, pregnancy or childbirth related medical conditions, sexual orientation, gender identity or expression, and familial status.

If you've experienced discrimination or harassment at your workplace, you may take the following steps to address the situation:

1. Report the incident: You should report any incidents of discrimination or harassment to your employer's human resources department or to a higher-level supervisor. If the person you're reporting the incident to is the one accused of discrimination or harassment, you may report it to someone else in the company or file a complaint with the Equal Employment Opportunity Commission (EEOC) or the Pennsylvania Human Rights Commission (PHRC).
2. Document incidents: Keep a record of any incidents that you believe constitute discrimination or harassment, including dates, times, and descriptions of what happened. If possible, obtain the names and contact information of any witnesses.
3. Seek legal advice: If you believe that you have been discriminated against, you may want to speak with an experienced employment discrimination attorney to help you navigate the PHRA, FEPA, and other relevant legal options. An attorney can advise you on your rights and help you determine the best course of action.

If you are facing workplace discrimination or harassment, it's important to know that the law provides protection and recourse. Reach out to appropriate authorities, document events, and seek legal advice.

Note that a potential limitation or exception to this advice is that some employers may have alternative grievance procedures or dispute resolution mechanisms that you may need to follow before filing a complaint with the PHRC or the EEOC. It's best to check with your employer's policies beforehand.