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
Years ago, I wrote about how state employment law imposed a duty to engage in an interactive dialogue with an employee who had a disability and was requesting a reasonable accommodation.
But what it does it truly mean to engage in an interactive process?
A new case from the Connecticut Appellate Court provides some
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
If you’re like me, you’re already sick of all the rain and thunderstorms this summer in Connecticut. (And no, it’s not your imagination — we’re seeing record levels of rain.)
Weather is a topic that gets talked about a lot, but not necessarily thought about when it comes to the workplace.
However, as I’ve
I know. It’s nearly July 4th weekend. No one REALLY wants to hear about employment law in Connecticut.
So for this post, let’s go right over the border to New York where something very interesting is taking place.
Last week, the NY legislature passed a ban on non-compete agreements. Now, before you rip up such
Suppose you see an employee come into work at 8:30a. When you check the employee’s timecard (virtual or in paper) at the end of the day, however, you see that the employee put down that they started work at 8a.
Can you unilaterally “correct” the time card?
That question was the subject of an excellent
While all eyes are on the General Assembly for the developments for this year, we’re still dealing with a law passed several years ago raising the minimum wage.
Effective June 1, 2023, the minimum wage is now at $15 per hour.
Public Act 19-4 requires the minimum wage to increase five times over a five-year
Just like you can’t spell awesome without ME, you can’t take FMLA leave without some conditions. There may not be 22 such conditions, but I know all too well, that one of those conditions is that the FMLA leave should be genuine. FMLA abuse can lead to bad blood between the employer and the employee.
One month to go in the legislative session. So there are lots of bills that are technically “under consideration”.
But let’s face it: Only a small portion of them will receive enough votes to pass the legislature. With a filibuster in play, only those bills that can garner some bi-partisan support are likely to be
The pandemic is over, says the WHO. What happens now? For employers, it’s a return to business as usual. Whatever that means today.
Continue Reading The End of the Pandemic – An Employer’s Guide