The United States Department of Labor today released new regulations that dramatically change the existing rules on when two businesses are “joint employers” under federal wage and hour laws.
I’ve previously discussed the changing rules in some prior posts here and here, so you should catch up there first if this is the first
My colleague, Jarad Lucan, returns today with a very special post on a ground-breaking week at the NLRB. For Connecticut employers, the decisions change a lot of what has been going on at the NLRB for the last several years.
Back in January of 2013, I wrote an article for the Connecticut Law Tribune entitled
There’s been lots of talk lately about the Confederate flag and its symbolism in the aftermath of the Charleston shootings.
But I wondered: How has this flag come up in the context of employment discrimination cases?
It’s actually referenced a bunch according to a quick search by
In broad terms, the First Amendment prohibits public employers from retaliating against employees who engage in "protected speech". (Connecticut has a statute, Conn. Gen. Stat. Sec. 31-51q that purports to apply the First Amendment to private employers too.) But proving these cases remains difficult for employees.
And even victories may later end up as