In Pennsylvania, employees are presumed to be "at will." At-will employees may be terminated for any reason, so long as it's not illegal. Generally, employees who work under an employment contract can only be terminated for reasons specified in the contract. In Pennsylvania, to overcome the presumption of at-will employment, an employee must demonstrate facts and circumstances establishing some tenure of employment. It is very difficult to overcome the presumption of at-will employment in Pennsylvania.

Pennsylvania employment screening law: Giving employment References In Pennsylvania

Pennsylvania Senate Bill 69 provides some protection to employers and adds to the judicial code a new section under which an employer who provides information about a former or current employee's job performance to a prospective employer "is immune from civil liability for such disclosure or its consequences" in any case brought by the employee, unless the employee can prove by "clear and convincing evidence" that the employer acted in bad faith. The statute specifically defines the four circumstances in which an employee may rebut the privilege, by adducing sufficient clear and convincing evidence that the employer: (1) disclosed information that it knew was false or should have known was false; (2) knowingly disclosed materially misleading information; (3) recklessly disclosed false information; or (4) disclosed information the disclosure of which was prohibited by law.

Employers in Pennsylvania may only consider a job applicant’s felony or misdemeanor convictions if they relate to the applicant’s suitability for employment.26 Occupational.

For the complete Pennsylvania Employment screening statute:  Click Here