Imagine, hypothetically, that you are the head of a massive technology company. You decide one day that you want to layoff, say, 50 percent of the workforce tomorrow while offering employees a severance agreement. What should you know?
My colleagues, Gabe Jiran and Keegan Drenosky, did a whole webinar on the subject last month that
Yesterday I talked about a new law that will impact the hiring process. But there’s another new law that employers need to comply with starting October 1, 2021. This one, though, is simpler than some of the others. If you want to look at the law itself, it’s Public Act 21-69.
The law amends existing
Continuing my deeper dive this week into new laws from the General Assembly, today’s post tackles Public Act 21-69, which goes into effect October 1, 2021.
The law amends existing law by making it a discriminatory practice for an employer or an employer’s agent to request or require an applicant provide their:
Yesterday, Governor Lamont announced a sweeping change to the way that vaccinations will be distributed in Connecticut. Previously, it was anticipated that workers in essential businesses would receive the vaccines next. Many businesses started plans for the eventuality.
That plan was thrown out.
Instead, the governor announced a new age-based plan. It’s simple and straightforward
You read the Sector Rules for reopening offices in Connecticut.
If you read page 5, you’d come across one of the guiding principles for reopening:
As we start opening select businesses…we will open at our strictest controls. This will include…Those in high-risk groups (comorbidities) and over the age of 65 should continue to stay
Lately, I’ve been talking with more employers about permanent reductions in force.
It’s not fun.
And it’s not something I thought we’d be talking about 3 months ago, and yet it’s not foreign to me either.
In fact, I spent several of my earliest posts here on this exact topic.
As I talk with employers
“Come out to the coast, we’ll get together, have a few laughs”.
Sounds like a plan for reopening businesses in Connecticut next week, right?
Well, that quote is from Bruce Willis’s character in one of my favorite movies, Die Hard. It might also be in peril if you are the same age as Bruce Willis
The EEOC has long advised that asking about date of birth on job applications was a particularly bad idea.
The ADEA does not explicitly prohibit an employer from asking an applicant’s age or date of birth. However, such inquiries may deter older workers from applying for employment or may otherwise indicate possible intent to discriminate
Earlier this week, I made my long-awaited (ok, long-awaited by ME) return on WNPR’s ever-popular “Where We Live” show.
As always, I’m thankful for the invite.
My appearances date back quite some time (remember pizza and child labor in 2010?), so it was nice to be back in the studio to talk about age discrimination
Last month, I highlighted a federal case in Connecticut where the court threw out an age discrimination claim because the evidence presented by the employee was not strong enough to survive a summary judgment claim.
A new federal court case however has allowed an age discrimination claim to proceed even while noting that while the