In my last post, I detailed all the changes that were occurring due to the new Clean Slate law that goes into effect January 1, 2023. You might have missed hearing about the law because it passed in 2021 and the deadline seemed far away.
Well it’s here now.
So after you read the
In this year end rush, it would be easy to overlook the state’s new “Clean Slate” law. But employers in Connecticut should get ready now to implement the changes that occur on January 1, 2023.
So what is the Clean Slate law?
It dates back to 2021 and can be found here at Public Act
As the General Assembly session heats up, several legislators are calling for passage of the so-called “Ban the Box” legislation.
Versions of this have been floated for years, but one legislator called this year’s bill the “most important bill” to come out of the legislature this year.
So, that means that employers ought to keep
Last week, Ken Adams was kind enough to provide us with a great guest post on using the clause “moral turpitude” in employment contracts. If you haven’t read it yet, take a minute to do so.
I agree with Ken that the phrase “moral turpitude” has some issues and should be used sparingly in
The Office of Legislative Research, whom I’ve praised in several posts before (here and here), recently issued a report on the consequences of a felony conviction on employment.
Overall, it does a good job summarizing the issues when it comes to state employment.
But later on in the publication it states the following
The EEOC yesterday released important new guidance for employers on the use of arrest and conviction records by employers under Title VII. You can read the guidance here as well as a short question-and-answer document too.
For employers in Connecticut, this new guidance only adds to the state-specific rules we have here in state and