18 months.
Is that a long time? Short?
Everyone has marked this pandemic in their own time, but over the last few days, I realized that I hit the 18 month mark since I left work one morning not knowing when I would really be back.
For me, it’s been both a long and short
Fun fact: There was no class on pandemics in law school.
Sure, we briefly joked about the power that Governors and Presidents COULD exert in case of an emergency but it was mostly in the context of nuclear war and talking about how a Secretary of Commerce could become President (yes, this was way before
You might think the title of this post is a bit self-serving or even self-promotional. Is this post just going to be a backhanded way to hire me, an employment law attorney?
I want to dissuade you of the notion because that’s actually not my purpose. (Really.)
But over the years, I’ve had friends and
A few weeks back, I did a post about having our personal data hacked.
What if the hacker was you?
Yes you — the attorney, the employer, or someone else who has confidential information.
I was recently reviewing the online court file of an employment case in federal court for a recent blog post. It’s
Last night, I had the opportunity to attend the Connecticut Bar Association’s awards dinner — titled, “Celebrate with the Stars”. It was a lovely event filled with accolades for some of the state’s best and brightest in the legal profession and beyond.
Yeah yeah, I
Suzanne Lucas, who writes under the moniker of the “Evil HR Lady” (and who is anything BUT evil), recently released a post about when an individual should hire an employment attorney.
She cites to another good lawyer/blogger — Chris McKinney — who also posted on the subject from an employee’s perspective.
But suppose you own
For employers, there are a lot of things within your control. You can control how to discipline an employee and when to take certain steps including termination. You can control how much severance you offer that employee and whether to offer severance at all.
But there is one thing that employers can’t control that can
Earlier this week, I wrote about the perception among some that the CHRO has been retaining more cases for investigation by letting more cases through the Merit Assessment Review. These cases that used to be dismissed — mainly “frivolous” ones as I’ve collectively termed them — mean more headaches for employers who have to spend time and money defending against them.
(To simplify the blog post for readers, I labelled all these cases that had been dismissed at MAR together as “frivolous” even though there are technically different reasons why the CHRO may dismiss a case on Merit Assessment Review, including that there is “no reasonable possibility” that an investigation will lead to a reasonable cause finding of discrimination. )
In response to my blog post, CHRO Principal Attorney Charles Krich crafted a reply. While it is attached to the original blog post, I thought it notable enough that it warranted its own blog post. While he indicated that there were no statistics yet available, he “would not be surprised if fewer cases are being dismissed for no reasonable possibility” under the Merit Assessment Review.
Here’s his reply in full (my further comments are below):
Continue Reading CHRO Attorney Agrees Emphasis at Agency “Has Shifted From MAR to Mediation”
As I’ve mentioned before, sometimes cases hit the headlines for a day only to disappear into oblivion. But thanks to some followup reporting, there’s one story that we can give an update on.
Readers may recall a post from May of this year about a state attorney, Maureen Duggan, who wrote an anonymous letter about the state’s Ethics Chief