Way back in April, the state first instituted a mandatory mask and face covering rule under Executive Order 7BB.
On Friday, the state updated it in Executive Order 7NNN by requiring medical documentation in order to be exempt. Here’s all that you need to know on the changes.
The new rule states: “Effective immediately, any
My colleague, Gary Starr, returns this morning with a post on a recent case that has implications for employers nationwide.
You wouldn’t think that fingerprinting would be brought into the world of religious accommodations.
After all, the importance of background checks cannot be denied, particularly when the prospective employee is going to work with children
There’s an old(?) Bonnie Raitt song that my parents used to listen to when I was in college called “Let’s Give Them Something to Talk About”. It’s about a crush, but the intro could be just as applicable to a new court decision. The lyrics start: “People are talkin’, talkin’ ’bout people, I hear
The Connecticut Appellate Court today released an important disability discrimination decision that gives employers some support for employees who struggle with employees who ask for “accommodations” for an indefinite leave for a medical condition.
The case ostensibly addresses the request for “indefinite leave” which I’ve previously talked about it in prior posts.
But the case
My colleague Gary Starr sits next to my office and sometimes we bounce ideas off each other. One of the things we were talking about recently was a new case that discussed an employer’s obligations to enter into the interactive process.
This often comes up in ADA cases where the employee may need a reasonable
What does it really mean to provide a reasonable accommodation to an employee who has a disability?
That’s a question I talk about a bunch with clients. The employee may request one thing but the employer may think that another accommodation can accomplish close to the same thing, perhaps at a lower cost. Who wins?
I’m not a fan of click-bait, so if you clicked the headline just to know whether your company can still have a dress code policy after the Supreme Court’s decision in EEOC v. Abercrombie & Fitch, the answer is “yes”.
But there’s an important caveat and
The long-awaited EEOC v. Abercrombie & Fitch case was released by the U.S. Supreme Court this morning, reversing the Tenth Circuit’s decision. You can download it here.
For anyone following the case, the decision shouldn’t come as a big surprise. I’ve talked about the case before here and here.
The main holding of the case
Back in September 2013, I reported on a seemingly never-ending case of Tomick v. UPS and mentioned that it was headed to its second appeal at the Connecticut Appellate Court. (I talked about the history of the case and the first appeal back in 2012 too. Amazingly, it dates to a termination decision way
As I hinted at the beginning of the year, I expected topics relating to religion to take front and center this year. And certainly, the events of the first few months have supported that.
Today, I’ll be moderating a community forum at my firm, Shipman & Goodwin LLP, entitled “Gotta Have Faith? Religion in the