It’s been a long 8 years for fans of the U.S. Men’s Soccer Team (not nearly as long for fans of the amazing women’s team). But the World Cup begins on Sunday with the first match.
In 2010, I did a post about how the World Cup would likely disrupt the workplace with everything from
The supervisor did it.
Yep, you’ve concluded that he sent unwanted texts to his subordinate telling her she looked “beautiful.” Maybe even stopped by her hotel room unannounced one night at a conference for a “nightcap”.
While the subordinate’s career does not appear to have been harmed in the legal sense (i.e. there’s no “tangible
As you’ve no doubt noticed, I’ve taken a few days off from the blog to attend to the logistics that a new job entails and also attend the ABA Annual Meeting earlier this week. There have been some interesting developments in both the FLSA and FMLA the last few days so look for posts on
It’s tough to draw lessons from appeals of arbitration decisions.
Why? Because the standard to overturn arbitration cases is high and, it’s only when there are really bad facts (or, perhaps more likely, an really bad error in interpreting the law) that appellate courts consider reversing the decision.
That appears to be the case in
As the legislative session winds down, there’s one big issue still alive that has been passing mostly under the radar of the mainstream press. (To the CBIA’s credit, they’ve been tracking this bill for a while.)
Under current law, an employee has the right to inspect and receive a copy of his or her personnel
"Progressive Discipline" is a policy or practice that, over the years, has fallen out of favor with some employers.
What is it? It’s a practice — found also in some collective bargaining agreements — that typically provides a multi-step disciplinary process for many employment policy violations: a verbal warning, a written warning, a suspension, and
UPDATED 2/10/09
Sometimes, by coincidence, two unrelated decision get released in close proximity to one another that they bring some greater clarity to the law.
Yesterday, I discussed a Connecticut Superior Court ca
se that found that certain discussions did not create an employment contract and that the employee was properly classified as "at-will".
Earlier
It has been several months since my last update on the matters involving former state Ethics Chief Alan Plofsky and the strange case of the lawyer who penned an an
onymous letter complaining of Mr. Plofsky. (For background on the matters, you can find my prior posts here.)
The developments have been slow to
Nearly six months ago, a landmark ruling by the Connecticut Supreme Court held that Connecticut’s anti-discrimination laws required employers to provide a reasonable accommodation to disabled workers, much like the federal counterpart, the ADA.
As I noted in an earlier post about the case, Curry v. Allen S. Goodman, Inc., the Court suggested that the employer had a
As I’ve mentioned before, sometimes cases hit the headlines for a day only to disappear into oblivion. But thanks to some followup reporting, there’s one story that we can give an update on.
Readers may recall a post from May of this year about a state attorney, Maureen Duggan, who wrote an anonymous letter about the state’s Ethics Chief