Discrimination & Harassment

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:

  • Ban on
  • 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 some prior posts here and here, I talked about the development of artificial intelligence tools in the employment law context.

    If you’ve been reading the headlines, the latest AI “tool” is a Chatbot titled “ChatGPT”.  You can read the latest The New York Times piece about it here.

    In this context, it can

    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

    Don’t believe everything you read on the internet.

    I suppose that’s the advice parents should be giving to their kids nowadays but it holds true in employment law too.

    Take this sample severance agreement that shows up as number one on Google’s search for “severance agreements”.

    It’s a terrible agreement.

    Yes, it’s simple but it

    The other day I came across the strange realization that I had not written about anti-Semitism in the 15 years that I’ve been writing this blog.

    (I also came across the realization that automatic e-mail links to recent posts had also not been going out properly, if you’re wondering why you’re getting e-mails again now.)

    As I’ve said in prior posts, the General Assembly isn’t exactly precise at times when writing legislation.  (One is reminded by the quote regarding sausage making.)

    One issue that pops up from time to time is whether an employer need be “Connecticut-based” to be covered by Connecticut state laws, particularly as it applies to

    Imagine, hypothetically, that you are the head of a massive technology company.  You decide one day that you want to layoff, say, 50 percent of the workforce tomorrow while offering employees a severance agreement. What should you know?

    My colleagues, Gabe Jiran and Keegan Drenosky, did a whole webinar on the subject last month that

    A few months ago, I wrote about how artificial intelligence was being introduced in the workplace.

    At the ABA Annual Labor & Employment Conference last week, a whole panel discussion was devoted to the legal ramifications of using artificial intelligence — particularly in hiring decisions.

    The speakers talked about the EEOC guidance that I