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
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
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
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
One of my most popular segments on this blog has been the ongoing “dialogue” with Nina Pirrotti, an employee-side employment law attorney that we do from time to time. Nina is a partner at Garrison, Levin-Epstein, Fitzgerald & Pirrotti, P.C. based on New Haven and is a member of the Executive Board of the
As I continue to take some time off, I thought I’d bring up this post from 2011 discussing both holidays which often overlap. Happy Passover and Easter to all who celebrate.
With Passover and Easter coming up this week, it seems timely to revisit the laws regarding religious discrimination and accommodation.
Fortunately for you (and
Senate Bill 3 would require employers to disclose sexual harassment complaints about job seeking employees to prospective employers. But questions remain.
Continue Reading Bill Would Require Employers to Disclose Sexual Harassment Complaints as Part of Job References
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
The last several years have seen significant pieces of legislation pass the Connecticut General Assembly impacting employers in several ways.
Think about the following items in the last few years: