For HR professionals and employment lawyers, the basics of FMLA and ADA is an oft-covered topic in law firm webinars.
But I’ve heard from plenty of people that they’re good with the basics; it’s the tricky issues that give them headaches.
With the acknowledgement that one person’s difficult question may be another person’s easy one
Years ago, I wrote about how state employment law imposed a duty to engage in an interactive dialogue with an employee who had a disability and was requesting a reasonable accommodation.
But what it does it truly mean to engage in an interactive process?
A new case from the Connecticut Appellate Court provides some
Engaging in the interactive process is an important — and sometimes overlooked — part of an employer’s response to a request for a reasonable accommodation under state and federal law.
I talked about this way back in 2008 (!) when the state Supreme Court released it’s landmark Curry v. Allen S. Goodman decision expanding the
Earlier this week, my colleague Bradley Harper and I did a post our sister blog site, Employment Law Letter, on a recent Connecticut Appellate Court case discussing the level of proof needed by an employee to win a discrimination case.
If you haven’t read it yet, you can click here.
The key line in the
Suppose a national origin discrimination case goes to a jury trial (I know we’re not having jury trials during this pandemic, but humor me).
The jury comes back with a verdict finding for the Plaintiff-employee. But it awards the Plaintiff just one dollar. Is this a victory?
Before you answer, you should know this happens
The Connecticut Appellate Court has an interesting case coming out officially early next week about an employer’s obligations to provide leave as a “reasonable accommodation”. You can download Barbabosa v. Board of Education here.
In it, the Court concludes that when attendance is an essential function of the job (as it will be for most
Yesterday I had the opportunity (along with my fellow Shipman & Goodwin partner Peter Murphy) to speak as part of the Commission on Human Rights and Opportunities’ (CHRO) 75th Anniversary celebration.
The panel — The Barriers to Employment Legal Update and Panel Discussion — was chock full of the types of insights, data and
So, a couple of months back, I talked about how separation agreements for small employers might not be covered by the federal law that covers such agreements.
After all, since the Age Discrimination in Employment Act only applied to employers that have 20 or more employees, the requirements for a “knowing and voluntary waiver”
My colleague Gary Starr sits next to my office and sometimes we bounce ideas off each other. One of the things we were talking about recently was a new case that discussed an employer’s obligations to enter into the interactive process.
This often comes up in ADA cases where the employee may need a reasonable
In an decision of first impression in Connecticut, a federal court on Friday ruled that a transgender discrimination claim based on a failure to hire can proceed under both Title VII and Connecticut’s counterpart, CFEPA.
While the groundbreaking decision in Fabian v. Hospital of Central Connecticut (download here) is sure to be the subject