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A judge 's gavel is sitting on top of a piece of paper that says we the people.
By J. Chadwick Schnee August 1, 2025
PA's Anti-SLAPP Shield: How We Won $6K+ for a Client's Free Speech Rights
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Supreme Court Rejects "Background Circumstances" Rule in Title VII Cases: What It Means for You
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Agencies beware: Injunctive relief against users of the Right-to-Know Law may be increasingly difficult under Pennsylvania’s Anti-SLAPP Statute
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By J. Chadwick Schnee, Esq February 15, 2025
Are public libraries subject to the Right-to-Know Law? Definitely maybe.
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By J. Chadwick Schnee, Esq January 15, 2025
As a matter of first impression, a Commonwealth Court judge has ruled that post-trial motions under Pa. R.Civ.P. 227.1 are not required in an appeal from an order in a Right-to-Know Law enforcement action. In Walker v. County of Bucks, a requester filed an enforcement action against an agency and its open-records officer where the agency had filed two appeals of the same OOR final order (rather than two appeals of two different OOR final orders), arguing that relief in mandamus was appropriate because one of the two OOR final orders was not appealed.[1] The trial court rejected the complaint, holding that relief in mandamus “is not clear at this time” due to a pending motion to substitute one its appeals.[2] The requester appealed but did not file post-trial motions. The agency argued that, under Pa.R.Civ.P. 227.1, the requester “waived all issues on appeal and her appeal must be dismissed” because she did not file post-trial motions. Commonwealth Court Judge Dumas disagreed, holding that a RTKL enforcement action “is not a situation where post-trial motions had to be filed” because the complaint in mandamus was covered by “‘petition practice’” as set forth under the Note to Pa R.A.P. 3761.[3] Instead, “it is evident that the mandamus action filed by Appellant was in petition practice, such that post-trial motions were not necessary.”[4] While this is an unreported memorandum opinion of a single member of the Commonwealth Court, parties to a RTKL enforcement action potentially may not be required to file post-trial motions in order to preserve issues on appeal. (This post should not be considered legal advice. For more information or to discuss, Attorney Schnee can be reached at chadwick@schneelegal.com ). [1] Walker v. County of Bucks, 974 C.D. 2023 (Pa.Cmwlth. Jan. 31, 2024) (Dumas, J.) (unreported). The author represents the requester in this matter. [2] Id. [3]The Note provides Pa.R.A.P. 3761(b) provides the method for seeking compliance with a final determination of the Office of Open Records in the Commonwealth Court. This differs from proceeding in the courts of common pleas, where the method to obtain judicial review of alleged failure to comply with a final determination of the Office of Open Records may be an action in mandamus or other petition authorized by local rule. Capinski v. Upper Pottsgrove Township, 164 A.3d 601 (Pa. Cmwlth. 2017). Use of this petition is appropriate when the final determination was not appealed. If an appeal was taken and the order affirmed by the Commonwealth Court, enforcement is not of the final determination of the Office of Open Records, but rather of the order of the Commonwealth Court. [4] Walker v. County of Bucks, 974 C.D. 2023 (Pa.Cmwlth. Jan. 31, 2024) (Dumas, J.) (unreported).
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By J. Chadwick Schnee, Esq. December 15, 2024
The Pennsylvania Commonwealth issued a ruling on November 8, 2023 holding that an agency violated open meeting laws when it added the consideration of a collective bargaining agreement with its teachers union without first providing public notice. The case, brought by now-Senator Jarrett Coleman, alleged that the Parkland School District violated the Sunshine Act when it voted to approve a multi-year collective bargaining agreement with its teachers union when that item was not previously listed as part of a public agenda. In other words, the public had no prior notice that the collective bargaining agreement would be considered unless they happened to attend the public meeting. The case concerned 2021 amendments to the Sunshine Act that, until now, had never previously been interpreted by an appellate court. Specifically, this section, Section 712.1, provides as follows: (a) Official action.--Except as provided in subsection (b), (c), (d) or (e), an agency may not take official action on a matter of agency
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By J. Chadwick Schnee, Esq. November 15, 2024
Employment discrimination is a serious issue that affects many workers in Pennsylvania. If you believe you have been discriminated against in the workplace, you may be entitled to file a claim. The process of bringing an employment discrimination claim in Pennsylvania can be complex, but with the right information and guidance, you can navigate it successfully. In this blog post, we will discuss the steps involved in bringing an employment discrimination claim in Pennsylvania. Step 1: Understand the Different Types of Employment Discrimination Before you can bring a claim for employment discrimination, it is important to understand what constitutes discrimination in the workplace. Under Pennsylvania law, it is illegal for employers to discriminate against employees on the basis of their race, color, national origin, sex, religion, disability, age (40 years and older), or genetic information. Discrimination can take many forms, including: Refusing to hire, promote, or train an employee because of their protected status. Paying an employee less than other employees doing similar work because of their protected status. Firing or laying off an employee because of their protected status. Harassing an employee because of their protected status. Failing to provide reasonable accommodations to an employee with a disability. If you have experienced any of these forms of discrimination in the workplace, you may have grounds for a claim. Step 2: File a Charge with the Pennsylvania Human Relations Commission or the Equal Employment Opportunity Commission Before you can file a lawsuit for employment discrimination in Pennsylvania, you must first file a charge with either the Pennsylvania Human Relations Commission (PHRC) or the Equal Employment Opportunity Commission (EEOC). The PHRC is a state agency that handles discrimination claims in Pennsylvania, while the EEOC is a federal agency that handles claims under federal law. To file a charge with either agency, you must complete a form that provides details about the discrimination you experienced, including when it occurred, who was involved, and how it affected you. You must file your charge within 180 days of the discriminatory act, or within 300 days if the discrimination occurred in a place with its own state or local anti-discrimination law. Once your charge is filed, the agency will investigate the matter and may attempt to mediate a settlement between you and your employer. Step 3: Consider Mediation In some cases, the PHRC or the EEOC may offer mediation as an option for resolving your discrimination claim. Mediation is a process in which a neutral third party works with you and your employer to try to reach a mutually acceptable resolution. Mediation can be a faster and less expensive way to resolve your claim than going to court, but it is not always successful. Step 4: File a Lawsuit If mediation is unsuccessful, or if you choose not to pursue it, you may file a lawsuit against your employer. To file a lawsuit for employment discrimination in Pennsylvania, you must first obtain a right-to-sue letter from the PHRC or the EEOC. This letter gives you permission to file a lawsuit in court. In your lawsuit, you must prove that your employer engaged in discriminatory behavior and that this behavior harmed you in some way, such as by causing you to lose your job or suffer emotional distress. You may also be entitled to damages, such as lost wages, emotional distress, and punitive damages. Step 5: Seek Legal Representation Bringing an employment discrimination claim in Pennsylvania can be a complicated and time-consuming process. To give yourself the best chance of success, it is important to seek the assistance of an experienced employment discrimination attorney. An attorney like J. Chadwick Schnee, Esq. can help you navigate the legal system, gather evidence, and present your case in the most effective way possible. In conclusion, if you have experienced employment discrimination in Pennsylvania, you have legal rights and options. If you need to find a discrimination lawyer near you, Contact attorney Schnee at 717.400.5955 or chadwick@schneelegal.com to learn more.

Breaking Down the Commonwealth Court’s Ruling on RTK Law: A Closer Look at Shepherd v. Pennsylvania Office of the Governor

J. Chadwick Schnee

Breaking Down the Commonwealth Court’s Ruling on RTK Law: A Closer Look at Shepherd v. Pennsylvania Office of the Governor

Have you ever wondered how far Pennsylvania’s Right-to-Know Law (RTK Law) stretches when it comes to digging into government records? The Commonwealth Court’s recent decision in Todd Shepherd and Broad and Liberty, Inc. v. Pennsylvania Office of the Governor (Case No. 900 C.D. 2024, decided June 5, 2025) pulls back the curtain on that very question. Here at Schnee Legal Services, LLC, we’re all about keeping you in the loop on the legal showdowns that define government transparency. In this post, I’ll unpack the court’s ruling—what went down, why it’s a big deal, and what it means for anyone keeping tabs on the RTK Law.


The Case Background: What’s the Story?

This case kicked off when Todd Shepherd and Broad and Liberty, Inc. fired off an RTK Law request to the Pennsylvania Office of the Governor. They were after a stash of documents tied to workplace misconduct investigations, zeroing in on Mike Vereb and Brianda Freistat. The wish list included manuals on handling misconduct probes, emails involving Vereb and Freistat, and communications about allegations—all spanning various dates in 2023. The Office didn’t roll out the red carpet; it handed over some redacted records but held others back, leaning on RTK Law exemptions like personal info, noncriminal investigative materials, and predecisional deliberations.

The petitioners weren’t thrilled, so they appealed to the Office of Open Records (OOR). The OOR gave them a partial win, greenlighting some disclosures but upholding denials on others. That landed the case in the Commonwealth Court’s lap, where the judges affirmed parts of the OOR’s call, flipped others, and kicked some issues back for a second look. It’s a classic tug-of-war: the public’s right to peek behind the curtain versus the government’s claim to keep certain doors locked.


The Legal Issues: What Was on the Line?

The court had a few hot potatoes to juggle:

  • Misdirected Requests: Was the ask for misconduct manuals aimed at the wrong agency?
  • Nonexistent Records: Did the Office prove some records just don’t exist?
  • Exemption Claims: Were the withheld docs really shielded by exemptions for predecisional deliberations, noncriminal investigations, or attorney-client privilege?

These aren’t small potatoes—they’re the kind of questions that can ripple out and reshape how RTK Law requests play out down the road. The court had to weigh the RTK Law’s transparency push against the need to shield sensitive internal workings.


The Court’s Reasoning: How They Sorted It Out

The judges didn’t mess around—they rolled up their sleeves, reviewed documents in camera (that’s fancy talk for “in private”), and dissected the Office’s arguments. Here’s how they broke it down:

  • Misdirected Request (Item No. 1): The court nodded to the OOR’s take that the request for manuals was off-target. They pointed the petitioners to the Office of Administration instead.
  • Nonexistent Records (Item Nos. 2 and 7): The Office convinced the court it did its homework with a good faith search, and those records? They’re not there.
  • Insufficiently Specific Requests (Item Nos. 3, 4, and 6): After eyeballing the docs, the court okayed withholding some under exemptions like predecisional deliberations, attorney-client privilege, and noncriminal investigative materials.
  • Predecisional Deliberative Exemption (Item No. 5): Here’s where it gets juicy. The OOR said some docs were properly withheld as internal deliberations, but the court pushed back. They found stuff like travel reimbursements and employee separations didn’t cut it as “deliberative” and sent those back to the OOR to rethink under other exemptions.
  • Noncriminal Investigative Materials (Item No. 8): The OOR ruled the Office didn’t prove these were exempt, and the court let that stand.
  • Attorney-Client Privilege: The court gave a thumbs-up to shielding emails between the Office and its lawyers, even if they tied to press inquiries.

The court wasn’t shy about flexing its de novo review muscle—meaning they didn’t owe the OOR any deference and made their own calls on the facts and law.


The Decision: Who Won What?

It’s a split decision, folks:

  • Affirmed: The court backed the OOR on noncriminal investigative materials (three docs stayed under wraps) and attorney-client privilege for Item No. 5 records.
  • Reversed: They overturned the OOR on some predecisional deliberation claims, saying routine admin tasks don’t qualify.
  • Remanded: A batch of docs got sent back to the OOR to weigh alternative exemptions the Office had pitched.

This mixed bag shows RTK Law cases aren’t black-and-white—they’re a puzzle where every piece gets a hard look.


Analysis: Why Should You Care?

What’s the big picture here? For starters, Shepherd v. Pennsylvania Office of the Governor hammers home a few key lessons:

  • Aim Straight: Misdirect an RTK request, and you’re out of luck. Know your agency.
  • Prove It: Agencies dodging disclosure better bring receipts—detailed affidavits and logs, not vague excuses.
  • Exemption Limits: Not every internal chat is “predecisional.” The court drew a line—routine stuff like reimbursements doesn’t get a free pass.
  • Privilege Holds: Attorney-client privilege is ironclad, even for press-related advice. Lawyers can strategize without spilling the beans.

For requesters, it’s a nudge to sharpen your asks and brace for pushback. For agencies, it’s a call to dot your i’s and cross your t’s when claiming exemptions. I love how this ruling keeps the RTK Law’s transparency heartbeat alive while respecting legit privacy lines. The court’s smackdown on overbroad “deliberative” claims is a win for accountability—agencies can’t just hide behind that label willy-nilly.



Conclusion: Keep Your Eyes Open

The Commonwealth Court’s take in Shepherd v. Pennsylvania Office of the Governor isn’t just legalese—it’s a playbook for navigating RTK Law’s twists and turns. At Schnee Legal Services, LLC, we’re here to decode these rulings for you, whether you’re chasing records or guarding them. Got questions about this case or your own RTK adventure? Hit us up at [insert contact info] or sound off in the comments. Stick with this blog for more on Pennsylvania’s legal landscape—there’s always more to unpack!

By J. Chadwick Schnee January 1, 2026
The Importance of Transparency in Municipal Law
A judge 's gavel is sitting on top of a piece of paper that says we the people.
By J. Chadwick Schnee August 1, 2025
PA's Anti-SLAPP Shield: How We Won $6K+ for a Client's Free Speech Rights
Show More