As I’ve previously talked about, two new federal laws protecting pregnant workers and nursing employees are now in effect (with the protections for pregnant workers taking effect on June 27, 2023).

I want to use this post to talk about: the implications for employers in states like Connecticut that already have protections under state law

Suppose an employee or tenant is the victim of housing or employment discrimination/harassment; what is the value of the ordinary (or in the court’s words “garden variety”) emotional distress that person suffers as a result of such discrimination or harassment.

I’ve actually talked about this before; back in 2021, the Appellate Court was asked

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

The Connecticut Appellate Court, in a decision officially released next week, ruled that limousine drivers (“chauffeurs” if you must) are not entitled to be paid during their meal breaks.

If the case, Belgada v. Hy’s Livery Service, Inc. sounds familiar, that’s because I covered the lower court’s decision rejecting the drivers’ claims back in

The legislative session wrapped up last week and if you were on the lookout for lots of new employment law-related measures, you were likely to have been disappointed.

Despite serious changes to the state’s non-compete laws being discussed as well as expansion of the state’s paid leave laws having passed a committee, only a handful

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