With union organizing efforts making headlines at Amazon and Starbucks, a new bill in Connecticut is designed to make it even easier for unions to win organizing votes.

A bill banning so-called “captive audience” meetings won final approval from the Connecticut General Assembly late Friday; it moves to the Governor’s office where his approval

The “short” session of the Connecticut General Assembly is wrapping up early next month so it’s a good opportunity to take a peek at the items that are still in contention for passage this term.  Many of the bills that are still being considered relate to the “labor” side of Labor & Employment Law.  Here

Well, it’s over.

Joe Biden will be the next President of the United States effective January 20, 2021.

For employers, the last several years have been filled with several retreats from existing policies.   And over the last year in particular, the Trump administration was busy rolling out new regulations for employers to follow.  It’s not

I was going to save this post for the Yankees run into the World Series, but with the Yankees losing last night, it seems quite possible that they might not get there this year.  

Employment law contracts typically are not that complex. Oh sure, they may LOOK complex but most of the time, you build

Yesterday, a group of workers at some of the travel plazas in Connecticut, along with members of Local 32BJ of SEIU, rallied to protest “wage theft” and call for unionization of the employees who work there, including fast-food workers.

The issues the group is raising — at least that have been reported by the

The U.S. Supreme Court this morning in Janus v. AFSCME (download here) reversed 40 years of labor law precedent and concluded that  requiring public employees to pay “agency fees” for labor unions that they don’t want to belong to violates the First Amendment of the U.S. Constitution.

Previously, prior cases have banned forcing public sector

In an important 5-4 decision, the U.S. Supreme Court this morning held, for the first time, that class or collective action waivers, particularly in wage/hour cases, and contained in arbitration agreements between employers and employees are valid and enforceable.

Because wage and hour class and collective actions are quite costly for employers to defend