Last year, I visited Vancouver and got to go to Granville Island Public Market — one of the great markets in North America.
Sure, I could talk about the wonderful food I got there, but there was something else that felt very unique and downright modern — their restroom.
The bathroom had a sign —
With the election over, employers in Connecticut now have to sort out what type of changes can be expected in a new Trump administration.
Much remains unclear. While there has been much talk about Project 2025, a book published by the Heritage Foundation, as fueling policy proposals, it’s entirely unclear how much will be
Election Day is nearly upon us.
And with early voting in Connecticut, more people have already voted than you might think.
Still, on Tuesday our fellow citizens will take to the polls from 6 a.m. to 8 p.m. to vote for their favorite candidate.
Here in Connecticut, the question that arises is: Do employers need
Connecticut’s updated Paid Sick Leave becomes effective January 1, 2025 and now is the time for most employers to update their policies and procedures. I’ve previously written about it here so I thought for this article, I’d focus on the key aspects of what employers need to know right now.
Here are the key points:
As I noted a while back, the inflation that the nation observed in 2023 was likely going to have a substantial impact on the state’s minimum wage.
The law, which connects the state minimum wage to changes in the federal employment cost index (ECI), was originally passed in 2019 when inflation wasn’t of major concern.
Long time readers of this blog know how geeky I can be when it comes to the annual report statistics released by the CHRO. Back in 2022, for example, I noted the continued decline in cases filed with the state agency that is responsible for investigating discrimination claims. (I also called myself a “stat nerd”
For those of you that haven’t read the 91-page primary decision last Tuesday from the Connecticut Supreme Court in Dur-A-Flex, Inc. v. Dy, there’s a lot to unpack from an enforcement of trade secret perspective, which goes a bit beyond the scope of this blog.
But buried deep in the decision is an interesting
Does the Connecticut Fair Employment Practices Act (CFEPA) include claims of associational discrimination based on an employee’s association with a disabled individual?
That was the issue before the Connecticut Appellate Court in Demarco v. Charter Oak Temple Restoration Assn., Inc. decided yesterday.
The Court held that Conn. Gen. Stat. § 46a-60 (b) (1) of CFEPA