If you had April 23, 2024 as the biggest day in employment law of the year on your bingo card, congratulations. You won. Hands down.

Yesterday was such a blockbuster of a day, it’s hard to wrap your head around it. (My partner Sarah Westby and I have tried, and have summarized the results on

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

For HR professionals and employment lawyers, the basics of FMLA and ADA is an oft-covered topic in law firm webinars.

But I’ve heard from plenty of people that they’re good with the basics; it’s the tricky issues that give them headaches.

With the acknowledgement that one person’s difficult question may be another person’s easy one

Back in June, when the state minimum wage increased to $15 an hour, I warned that because the minimum wage was now tied to the employment cost index for wages and salaries for all civilian workers — as defined by the United States Department of Labor — it was likely to go up effective January

As I continue to highlight some important employment law developments from this summer, the National Labor Relations Board (NLRB) caused a mild stir for employment law lawyers when it issued a decision in Stericycle, Inc.

This ruling introduces a fresh legal standard for assessing employers’ workplace policies and rules, with far-reaching implications for businesses

With summer vacations in full swing, there’s an upcoming deadline that employers should be mindful of coming up at the end of the month.

As CTNewsJunkie reported yesterday:

Connecticut businesses with five or more employees have less than two weeks before a deadline to register with a state-run program intended to provide a retirement savings

Back in 2019, I wrote this:

For employers, the time is ripe to think about a new strategy going forward. That strategy may focus on protection of confidential information and specific non-solicitation clauses. Regardless, the time of using non-compete agreements broadly may be coming to an end soon.

The recent announcement of the proposed

As I’ve mentioned before, our firm has been producing a series of free webinars covering various employment law topics our clients have asked us to talk about. You can watch any of our recorded webinars and find more information about our upcoming presentations here.

I recently presented with my colleagues Sarah Niemiroski and Sheridan King