As I’ve previously talked about, two new federal laws protecting pregnant workers and nursing employees are now in effect (with the protections for pregnant workers taking effect on June 27, 2023).
I want to use this post to talk about: the implications for employers in states like Connecticut that already have protections under state law
I was listening the other day to one of my favorite podcasts (well, favorite besides Serial) called The Gist. Mike Pesca, formerly of NPR, spends about 30 minutes each day on topics both big and small.
And on a recent podcast, he tackled….wait
Earlier this month, the California Supreme Court came out with a long-awaited (at least to employment lawyers) decision regarding meal periods and rest breaks.
Although the case isn’t directly applicable in Connecticut, it offers some comparable wisdom on how employers can deal with such breaks here in Connecticut. The holdings of that case have been cited in a good recap by Molly Dibianca here which I won’t repeat here.
In Connecticut , meal periods are covered by Conn. Gen. Stat. 31-51ii.
That law has a few requirements:
UPDATED
Credit Molly DiBianca at Delaware Employment Law Blog and Fitzpatrick on Employment Law for highlighting a little-known provision that was passed in the health care law. As summarized by Molly:
Section 4207, titled, Reasonable Break Time for Nursing Mothers amends the Fair Labor Standards Act (“FLSA”). Because it is born to the FLSA, its
Word came down late yesterday about an important case for employers that have California-based employees.
The case, Brinker Restaurant Corp. v. Hohnbaum, is the first California appellate case to rule on the parameters of employers’ duties under California laws requiring rest and meal periods. The California Workforce Resource Blog has the details, as does the