On October 1, the rollout of major changes to the state’s Personnel Files Act becomes official.
If I had to hazard a guess, however, I’d say that many small to mid-size companies remain unprepared for the breadth and scope of the changes. If you haven’t focused on it yet, you’ve got a weekend to catch
As you’ve no doubt noticed, I’ve taken a few days off from the blog to attend to the logistics that a new job entails and also attend the ABA Annual Meeting earlier this week. There have been some interesting developments in both the FLSA and FMLA the last few days so look for posts on
On Saturday, the Connecticut General Assembly gave final approval of several revisions to the state’s Personnel Files Act law. Governor Malloy is expected to approve of the measure.
Senate Bill 910 can be viewed here. The Office of Legislative Research’s analysis of the bill can be found here.
Here are the key changes:
As the legislative session winds down, there’s one big issue still alive that has been passing mostly under the radar of the mainstream press. (To the CBIA’s credit, they’ve been tracking this bill for a while.)
Under current law, an employee has the right to inspect and receive a copy of his or her personnel
With all the talk about Paid Sick Leave dominating the headlines, it’s important to remember that other bills get passed too.
Quietly, late last month, the Connecticut General Assembly beefed up the penalties to employers who do not follow the Personnel Files Act.
Last month, I suggested that there was not necessarily a "crisis" in personnel file litigation in Connecticut, because the rules for personnel files had long been established. Given that this blog has been discussing document management policies this week, it would be fair to say, however, that many employers could do a better job managing and keeping track of