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
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
One of my most popular segments on this blog has been the ongoing “dialogue” with Nina Pirrotti, an employee-side employment law attorney that we do from time to time. Nina is a partner at Garrison, Levin-Epstein, Fitzgerald & Pirrotti, P.C. based on New Haven and is a member of the Executive Board of the
Since the odds of any significant federal legislation coming down the pike rest somewhere between zero and zero, we have to look to state legislatures and local entities for “excitement”.
And for Connecticut employers, it’s time to anxiously await the developments from the General Assembly.
But down I-95 (or I-84, if you’re near Danbury), there
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
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:
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
Earlier today, my colleague Sarah Niemiroski and I drafted the following alert which has been cross-posted at our firm’s website.
In a move with profound implications for workplaces, the Federal Trade Commission (“FTC”) on Thursday, January 5, 2023, issued a sweeping proposal that would ban all non-compete agreements between employers and employees. While the timing
Twas the day before the night before Christmas
And all thru the law office
Not a creature was stirring
Except the employment lawyers reading the new Congressional Omnibus spending bill and looking for the employment law provisions tucked neatly inside.
In a parting gift for employers and employees, Congress passed a broad spending bill on