Tomorrow, the EEOC is expected to publish its final regulations for the Pregnant Workers Fairness Act. They were previewed in a press release earlier this week.
Since nearly every lawfirm is producing their own summary of what are, in my view, fairly straightforward implementation regulations, this post will take a different tact — namely how
Last week, Law360 quoted me in an article on marital status discrimination. (They timed it for Valentine’s Day; make of that what you will.)
The gist of the article is that marital status discrimination is something for employers to be mindful of.
And for that premise, I’m in agreement. Several states, including Connecticut, explicitly
Employment discrimination claims are often decided on the merits of the claim. Courts routinely have to answer the question: Did the employer discriminate on the basis of a protected class against an employee in terminating the employment of that individual?
But there’s another class of cases that can resolved on procedural grounds, often times in
Years ago, I wrote about how state employment law imposed a duty to engage in an interactive dialogue with an employee who had a disability and was requesting a reasonable accommodation.
But what it does it truly mean to engage in an interactive process?
A new case from the Connecticut Appellate Court provides some
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
The EEOC released updated technical guidance on COVID and Long COVID, essentially putting to a close to the many times this guidance has been updated.
While there are many tweaks to the guidance, most of the changes reflect the end of the public health emergency. The EEOC has noted that
Well, it’s officially a trend: Employers are increasingly using personality tests for hiring decisions.
At least according to a recent The New York Times article which describes this as a burgeoning $2 billion industry.
While not new, personality tests are finding new traction as employers hire for remote work positions that have a different skill
Twas the day before the night before Christmas
And all thru the law office
Not a creature was stirring
Except the employment lawyers reading the new Congressional Omnibus spending bill and looking for the employment law provisions tucked neatly inside.
In a parting gift for employers and employees, Congress passed a broad spending bill on
In my last post, I detailed all the changes that were occurring due to the new Clean Slate law that goes into effect January 1, 2023. You might have missed hearing about the law because it passed in 2021 and the deadline seemed far away.
Well it’s here now.
So after you read the
In this year end rush, it would be easy to overlook the state’s new “Clean Slate” law. But employers in Connecticut should get ready now to implement the changes that occur on January 1, 2023.
So what is the Clean Slate law?
It dates back to 2021 and can be found here at Public Act