Way back in January 2021, I set forth my predictions for the year as I’ve done several times before.

But this line sticks out:

[H]ere’s hoping that 2021 brings some renewed hope and optimism. It’s going to be a tough stretch but I’m hoping that we may be closer to the end of this pandemic

Earlier today, my firm held a webinar featuring a conversation with Heidi Lane of the Connecticut Department of Labor to talk about the upcoming changes to the state FMLA law effective January 1, 2022. My thanks to Ms. Lane for participating and sharing her insights.

You can view the entire webinar here (and I’d encourage

As I’ve hinted in some prior posts, my colleagues and I have been working on an all-new labor & employment webinar series for this fall. Today, I get to announce it.

This webinar series will feature in-depth legal insights and practical takeaways for human resource professionals as well as business stakeholders and decision makers on

If you’ve been reading this blog long enough, you know that the budget implementer bill in the state legislature always contains more than just budget items. It’s a “must-pass” bill that normally has items that, for one reason or another, didn’t pass during the regular session but that are important to various legislators.

It

As post-vaccination life kicks in, the complications for employers continue to mount.  No doubt life was a lot harder on lockdown, but some individual decisions for employers were easy — just work from home.

But over the last few weeks, judging from the calls I’m fielding from employers of all sizes, there’s a desire to

If 2020 was a year full of twists and hairpin turns, 2021 is proving to be a worthy successor — at least when it comes to paid leave.

There are a lot of news articles out there but I thought a quick recap of where we are (and where we are expecting to go) would

Back at the start of 2020, I declined to do my usual prognosticating for the year ahead.

That was probably wise given the events of the year.

Instead, I quoted a post I did ten years earlier:

For employers, there will always been the next case or new law that will need to be tracked