Ed: Updated to reflect newer posts and correct style
There are many employment lawyers who subscribe to the belief that "No Good Deed Goes Unpunished". A case out of Connecticut and the Second Circuit this month certainly won’t change that perception. Indeed, although the case may have political undertones, it sets up a classic
In discrimination cases, when a plaintiff (which is a fancy legal term for employee) wins he or she is often entitled to have the defendant (typically the employer) pay his or her attorneys’ fees. There a.jpg)
re lots of cases out there that discuss formulas for such fees .
But the basic assumption that some
It keeps going and going and going…..
When I learned of a new lawsuit filed in federal court yesterday by former CHRO Regional Manager Femi Bogle-Assegai arising from her termination back in April 2001, I couldn’t help but think of the cliched advertisement of the Energizer Bunny..jpg)
First, the quick background as described by the U.S. Court of Appeals
In yesterday morning’s post, I indicated that people should be wary of drawing generalities from some recent decisions granting summary judgment for employers. Indeed, I went out of my way to note that each judge has their particular way of handling employment discrimination cases.
I also highlighted District Court Judge Christopher Droney for his statement
A few years ago, there was lots of debate among attorneys about whether summary judgment was still a disfavored 
remedy in employment discrimination cases in federal court. (For those readers unclear what "summary judgment" is, the Wikipedia entry is a pretty good start and George’s Employment Blawg has a nice post about how to best prepare
First, a warning. 
If your eyes glaze over at discussing the difference between cash balance plans and defined benefit plans, this post is not for you. However, for those employers who are considering converting their retirement plans or who have done so, a new case released this morning provides some much-needed guidance in Connecticut about
A few days ago, I noted that the new District Court of Connecticut website now posts the federal judge’s Chambers Practices online. For employment law practitioners, two of the judge’s chambers practices refer to the judge’s views on discrimination cases and the use or overuse of dispositive motions on such claims.
Since many employment law cases are tried in federal courts, intimate knowledge of the way the Court works is one way for practitioners and clients to overcome potential hurdles. Looking at the District Court of Connecticut’s website did not provide many answers and thus, those who practiced in federal court frequently often had the upper hand on
