The Commission on Human Rights and Opportunities can sometimes be seen as an easy punching bag by legislators, employees, employers and employment law attorneys.
But there’s one area that has been an unequivocal success and where you won’t see almost any headlines.
The CHRO several years ago developed the Kids Court Essay Competition which runs
With a weekend of football championships behind us, this post tackles the privacy developments that employers here in Connecticut need to run down. Indeed, while I could just pass off two recent posts from my colleagues, it’s worth going through a progression of options.
One development is for the U.S. “patriots”, while another
I’ll never forget the day I drove into Newtown, Connecticut. As NBC 30’s Gerry Brooks tweeted this morning: How could you?
It was probably the first time I had made my way to that town outside of Danbury.
But that wasn’t the reason I remember that day.
It was the empty hearse outside a church.
My colleague, Gary Starr, returns this morning with a post on a recent case that has implications for employers nationwide.
You wouldn’t think that fingerprinting would be brought into the world of religious accommodations.
After all, the importance of background checks cannot be denied, particularly when the prospective employee is going to work with children
An applicant for a job posting in education lists his most recent relevant experience as occurring in 1973. You don’t bring him in for an interview.
Is it gender discrimination?
Beyond that, if he says that he is the most qualified candidate — do you have to hire him?
And if you don’t hire the
Shorter is better.
Why? The slang TL;DR comes to mind.
But it turns out there’s an educational component too — at least according to the results of a new study that examined workplace contracts.
In the study, published in the Journal of Personality & Social Psychology and recapped by Insights by Stanford Business School,