In college, I wanted to write for some of the major newspapers and be on their front page.
Little did I know that my big break would now come years later, as a result of being on the cover of the Hartford Business Journal.
Wow.
But enough about me. This blog is about employment law
In years past, I’ve looked at my crystal ball, I’ve read the tea leaves and I’ve even examined my Magic 8-Ball sitting in my office. (You never know when you need one.)
I’m out of prediction-making tools.
And indeed, since I started doing this, there are now national lawfirms that are offering up
This post is for the employment law nerds out there.
You know who you are.
You pore over the statistics that show a correlation between the unemployment rate and EEOC filings. (I see you Lawffice Space.)
You rate who the “Worst Employer” is of 2017. (Can’t wait for the announcement next week, Ohio
In yesterday’s post, I talked about the basics of what is and is not “sexual harassment”.
Continuing the theme of going back to the basics, employers in the Constitution State have certain posting and training requirements that must be followed.
These requirements are found in the administrative regulations set up by the CHRO regarding sexual
With all the focus on sexual harassment in the news lately, one thing missing from most of the coverage is an actual explanation of what is (and is not) “sexual harassment”. At least according to the law.
Sounds simple right?
Except that it’s not because the prevailing view of sex harassment differs from that found
Recently, I had the opportunity to see Rags, a new revival now running at the classic Goodspeed Opera House.
I don’t often do theater reviews on this site, but I give it a thumbs up.
The musical tells the story of Jewish immigrants coming to the Lower East Side just after the turn of the
With a new wave of sex harassment complaints making headlines, there is also a bit of reflection that should happen at workplaces and the lawfirms that counsel them.
One area that we can evaluate is whether the training that is provided is effective.
A report yesterday from NPR concluded that training is just not working
So a few weeks back, I suggested that we were entering into a new era of sexual harassment cases and wondered out loud when the statistics would back up my observations.
We now have our first signs. Maybe.
In my exclusive continued look at the case statistics from the Connecticut Commission on Human Rights and
Through a recent FOI request, I was able to take a peek at the latest case statistics coming out of the Commission on Human Rights and Opportunities. (The CHRO has since added them to the website as well.)
I’ve done these recaps in years before (here’s 2016 for example) and I think
So, a couple of months back, I talked about how separation agreements for small employers might not be covered by the federal law that covers such agreements.
After all, since the Age Discrimination in Employment Act only applied to employers that have 20 or more employees, the requirements for a “knowing and voluntary waiver”