A new decision out of the District of Connecticut is a timely reminder for employers that clear, consistently applied attendance policies can carry the day—even when a supervisor has made awkward comments that later become part of the lawsuit.
In Ward v. Amazon.com Services, LLC, Judge Victor A. Bolden granted summary judgment to Amazon
Earlier today, the General Assembly gave final approval to two significant workplace bills that employers now need to focus on.
In this post, I’ll cover
The Connecticut Appellate Court officially released a decision this week that provides some useful (if straightforward) guidance for HR professionals and employment lawyers in the state. In Hanke v. Electric Boat Corp. (officially released April 7, 2026), the court affirmed summary judgment in favor of the employer on all three counts — disability discrimination
One of the things I’ve learned about businesses over the years is that sometimes the “operations” side of a business may not be directly aligned with the “HR” side. Human Resources can sometimes get the short end of the stick when it comes to resources and strategy.
So what happens when an HR pro switches
Happy April Fools’ Day. Way back in 2011 — on this very date — I wrote a post titled “Can You Take a Joke? Caselaw Indicates Most People Can.” I found exactly two cases where April Fools’ Day pranks led to employment disputes, neither went well for the employee, and I closed with a reminder
Last week, I had the privilege of speaking at the ABA Section of Labor and Employment Law’ Employment Rights and Responsibilities Midwinter Meeting on a topic that has been a recurring theme on this blog for nearly two decades: “Bostock, Executive Orders, and the Evolving Framework for Gender Identity Discrimination.”
Our panel featured an outstanding
Arbitration clauses are everywhere in employment relationships these days. But are they right for your company?
That’s the question I tackle with my colleague Emily McDonough Souza in our latest episode of “From Lawyer to Employer.”
Our theme for this episode is simple: think before you ink. (Oh, how I wish I had thought of
Ten years ago, I discussed how smartphones made recording conversations easier for employees.
That post seems quaint compared to today’s technology—like that iPod I saw in a museum (and pictured here).
Now employers need to worry about devices like Plaud—sleek call recorders and AI note-takers—and Ray‑Ban Meta glasses, which record audio and video
If you’ve been following this blog, you know I’ve been writing about the intersection of generative AI and employment litigation for a while now. I’ve talked about updating litigation hold policies to account for GenAI data, and I’ve urged employers to start requesting plaintiffs’ AI conversation histories in discovery.
Well, a ruling this past
A recent Connecticut Appellate Court decision should raise the eyebrows for every employer in the food service and hospitality industry. The case, Gentile-Riaz v. Samo Thraki, LLC, officially released last month, allowed a retaliatory discharge claim to proceed when an employee complained to a municipal health district about unsanitary conditions at her workplace. While