With summer fast approaching, summer internships will start picking up their pace as well.
Fortunately, there are a lot of great resources for employers to learn about how to do internships without violate the law. I’ll be discussing the legal side of internships on The Proactive Employer podcast that will be broadcast live this Thursday
The EEOC yesterday released important new guidance for employers on the use of arrest and conviction records by employers under Title VII. You can read the guidance here as well as a short question-and-answer document too.
For employers in Connecticut, this new guidance only adds to the state-specific rules we have here in state and
Earlier this month, the California Supreme Court came out with a long-awaited (at least to employment lawyers) decision regarding meal periods and rest breaks.
Although the case isn’t directly applicable in Connecticut, it offers some comparable wisdom on how employers can deal with such breaks here in Connecticut. The holdings of that case have been cited in a good recap by Molly Dibianca here which I won’t repeat here.
In Connecticut , meal periods are covered by Conn. Gen. Stat. 31-51ii.
That law has a few requirements:
Update: On April 17, 2012, the NLRB announced an indefinite postponement of the rule. See updated post here.
Just when you thought things were settled, a federal court in South Carolina late Friday ruled that the NLRB overstepped its authority when it set forth rules requiring employers to post notices about federal labor laws.
Which
So, four months in, how is Connecticut Paid Sick Leave (PSL) working out? Well, for towns, not so well as this recent article pointed out.
But as Connecticut employers start running through the issues, some novel and unforseen issues keep popping up. I’ll address
Update: The NLRB has announced an indefinite postponement of the rules. See this updated post here.
Another month has passed, and we are now ever closer to the effective date of the NLRB’s new posting rules.
Thus far, many of the legal challenges to the
850 million people on Facebook can’t be wrong, can they?
A large group of in-house counsel at major Connecticut and New York companies don’t think so. They understand that social media is not going away and that there are lots of advantages (and risks) to using social media.
The word “Interns” has turned into a dirty word for employment lawyers lately. But before you panic, it’s time to separate fact from fiction.
Now, it IS true that a few years back, the United States Department of Labor signaled employers that it would start cutting down on the practice that some
I told you so.
It’s not very often you can say that. It is rarer still to have documented proof. But back in 2008 — when nobody was focused on Facebook and there were fewer of you reading this — I said this about using Facebook to screen employees:
Overall, employers should tread very carefully
With all the focus lately on social media, it’s easy for forget that there are other laws and issues that remain vitally important to employers. One of them is the need for employees to understand the importance of compliance with data privacy laws. I talked in 2008 about a new law in Connecticut that may