If you’re like me, your brain can only handle so much during the summer months. Between vacations and the start of school, it can be easy to overlook some of the employment law developments from the last month or two. So I thought I’d use the next few blog posts to provide a catch up.
With summer vacations in full swing, there’s an upcoming deadline that employers should be mindful of coming up at the end of the month.
As CTNewsJunkie reported yesterday:
Connecticut businesses with five or more employees have less than two weeks before a deadline to register with a state-run program intended to provide a retirement savings
Vacations — if you’re lucky — can sometimes allow you to think.
Or in my case, read a book AND think.
And so, while at the beach last week, I pulled out my Kindle and read “Tomorrow and Tomorrow and Tomorrow”. The book tracks the friendships of two video game developers and their college friend
In prior posts, I’ve talked about the difficulty for employers in getting a motion for summary judgment granted in state court in discrimination cases.
(Motions for summary judgment are procedural tools that can be used when there are no disputed issues of material fact and therefore the court can decide the case on law
In a case that will be officially released on Tuesday, the Connecticut Supreme Court upheld the damages award for former employee in a wrongful termination lawsuit, ruling that the plaintiff provided sufficient evidence to reasonably estimate his lost wages.
The court found that the plaintiff’s testimonial evidence, backed by proven facts, satisfied the reasonable certainty
If you’re like me, you’re already sick of all the rain and thunderstorms this summer in Connecticut. (And no, it’s not your imagination — we’re seeing record levels of rain.)
Weather is a topic that gets talked about a lot, but not necessarily thought about when it comes to the workplace.
However, as I’ve
Over at our sister blog, Employment Law Letter, my colleague Sarah Niemiroski and I have a recap of the important new Supreme Court case. No, not the affirmative action one (we’ll get to that in another post) but the one on religious accommodation, Groff v. DeJoy.
The gist of the decision is that employers
I know. It’s nearly July 4th weekend. No one REALLY wants to hear about employment law in Connecticut.
So for this post, let’s go right over the border to New York where something very interesting is taking place.
Last week, the NY legislature passed a ban on non-compete agreements. Now, before you rip up such
As I’ve previously talked about, two new federal laws protecting pregnant workers and nursing employees are now in effect (with the protections for pregnant workers taking effect on June 27, 2023).
I want to use this post to talk about: the implications for employers in states like Connecticut that already have protections under state law
Suppose an employee or tenant is the victim of housing or employment discrimination/harassment; what is the value of the ordinary (or in the court’s words “garden variety”) emotional distress that person suffers as a result of such discrimination or harassment.
I’ve actually talked about this before; back in 2021, the Appellate Court was asked