In yesterday’s post, I talked about the basics of what is and is not “sexual harassment”.
Continuing the theme of going back to the basics, employers in the Constitution State have certain posting and training requirements that must be followed.
These requirements are found in the administrative regulations set up by the CHRO regarding sexual
With all the focus on sexual harassment in the news lately, one thing missing from most of the coverage is an actual explanation of what is (and is not) “sexual harassment”. At least according to the law.
Sounds simple right?
Except that it’s not because the prevailing view of sex harassment differs from that found
With every new law that gets passed, it’s easy to overlook the existing requirements that employers must follow.
After all, if employers are just tracking the new laws down without first nailing down compliance with “older” ones, then they are leaving themselves just as vulnerable to potential claims.
One area that is easy to overlook is sexual harassment prevention, particularly in Connecticut. Indeed, some employers believe that simply adopting a policy is all that is required.
And they would be wrong.
So, it’s time to go back to the basics and make sure you’ve hit the checklist when it comes to sexual harassment prevention in Connecticut. Here are some things to consider:
Continue Reading Back to the Basics on Sexual Harassment Prevention
If you’re wondering if the applicant you’re planning on hiring is a closet Justin Bieber fan or a Russian spy, odds are that a background check won’t uncover that information.
What is may, uncover, however is whether that applicant has been arrested for say, vomiting on a police officer’s kid at a baseball game
During the summer last year, I started a weekly series of posts about various "basics" of employment law, with a particular focus on Connecticut.
I had planned to start it again this week on a different topic, but in driving into work this morning after a meeting, I was struck by what I saw and
Connecticut has a proud history of farms. Many, like Lyman Orchards, have been passed down for many generations. (And if you’ve never visited Lyman Orchards, don’t miss out on their Corn Maze and apple orchards for the next several weeks. I visited it recently and highly recommend stopping by.)
For many of these farms
UPDATED 8/27/09
Continuing our weekly series on "The Basics" of different employment laws, this week we’ll look at a great resource set up by the Connecticut Department of Labor that provides employers with useful information about the "basics" of various wage and workplace laws in Connecticut.
This relatively new document (which can be accessed either
Continuing our weekly series of basic laws of the workplace, this week will focus on the injuries at the workplace.
In 2008, there were over 67,000 injuries reported at the workplace (with 34 fatalities). Thus, at some point or another, odds are that one of your employees will get injured.
While there are whole books
Continuing the weekly series of basic (but perhaps not as widely-known) employment laws in Connecticut, this week’s topic focuses on the job application.
Connecticut has an unusual law that prohibits employers from asking about any arrest, criminal charge or conviction that has been erased.
Conn. Gen. Stat. 31-51i goes one step further too. It requires
As the dog days of summer now seem firmly entranced over Connecticut, this week’s installment of "The Basics" focuses on minimum wages. There are lots of exceptions and rules, but the basics are fairly straightforward: