I have often said that getting summary judgment in an employment discrimination case in Connecticut state court is hard.
State judges are typically reluctant to grant such motions, and the conventional wisdom among practitioners is that it takes extraordinary facts to get there.
Which is what makes a recent decision worth noting. The court granted
Connecticut’s 2026 legislative session produced one of the most ambitious workforce packages the state has seen in recent years. Several new laws take effect on October 1, 2026, and employers need to be preparing now.
In the latest episode of From Lawyer to Employer, I sat down with my colleague Sarah Niemiroski to walk
The Second Circuit issued a decision yesterday that reinforces a principle employers sometimes forget in the accommodation process: doing something is not the same as doing enough.
In Raymond v. 1199SEIU National Benefit Fund, the court vacated summary judgment for the employer on an ADA failure-to-accommodate claim. The employee had a vein condition that
The Connecticut House yesterday passed HB 5003, a sweeping workforce and working-conditions bill, and transmitted it to the Senate where it awaits a vote; employers should begin planning for compliance now given the breadth of changes and staggered effective dates.
In short, the bill tightens and expands wage range transparency obligations, requires new job
The Connecticut Appellate Court officially released a decision this week that provides some useful (if straightforward) guidance for HR professionals and employment lawyers in the state. In Hanke v. Electric Boat Corp. (officially released April 7, 2026), the court affirmed summary judgment in favor of the employer on all three counts — disability discrimination
Season 4, Episode 2 breaks down what employers really need to know
In our latest From Lawyer to Employer podcast episode, I sat down with my colleague Sarah Niemiroski to tackle one of the most requested topics from our recent fall seminar at Hotel Marcel: Connecticut’s increasingly complex web of leave laws.
If you’re
Here’s a scenario that’s becoming increasingly common in HR departments across the country: An employee is struggling with performance issues. After working with them and providing coaching, the employer decides to put them on a 60-day performance improvement plan (PIP). It’s a reasonable step – giving them a clear path to get back on track.
The rules on accommodations just changed for employers — at least in Connecticut and New York (and Vermont too).
The Second Circuit (which covers Connecticut, New York and Vermont), in an important decision released last week, expanded the situations in which an employee can get an accommodation holding that such accommodations may be required even
This week, the Hartford Business Journal has a cover piece on the rise of remote work and the issues surrounding it.
For some unknown reason, they decided to put a picture of me on the cover too. Obviously, they’re playing to their subscribers and not selling most of their papers at newsstands (note to my
Does the Connecticut Fair Employment Practices Act (CFEPA) include claims of associational discrimination based on an employee’s association with a disabled individual?
That was the issue before the Connecticut Appellate Court in Demarco v. Charter Oak Temple Restoration Assn., Inc. decided yesterday.
The Court held that Conn. Gen. Stat. § 46a-60 (b) (1) of CFEPA