Human Resources (HR) Compliance

In a non-election year, the Connecticut legislature always seems to be extra busy considering workplace-related bills.

This year is no exception. If anything, it feels like it’s hit another gear. CTNewsJunkie had a detailed article yesterday about the subject.

The Labor & Public Employees Committee has considered, and is considering, a wide array of bills

Sure, I know you probably want to read about the NLRB’s decision this week questioning the legality of confidentiality and non-disparagement clauses in severance agreements for employees who aren’t supervisors. We’ll have more on that soon. (For now, Jon Hyman’s summary is a worthy substitute.)

But in the meantime, I wanted to highlight something

Let me preface what I’m about to say with a huge caveat: I’ve seen no empirical studies or surveys of employers to determine whether or not they are complying with the updated Connecticut FMLA law.

But having gotten that out of the way, I remain concerned that there are a ton of small employers out

Since the start of the year, a whole bunch of tech firms have been going through a series of layoffs. The New York Times recently did an article about how such layoffs were “shocking” to a whole generation of workers typically Millennials and Generation Z who had never experienced such change before. (Generation X and

Another week of awful headlines, this time from California. Still more mass shootings. But if you have been following the news, there’s been many more. And obviously, Connecticut has not been immune from mass shootings and active shooter situations.

I’ve talked about workplace violence incidents before but over the last several years, employers have begun

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
  • 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