Earlier this month, the EEOC released its statistics regarding charges for 2018. I love looking at these because there are certain trends that always pop out. (You can see some prior years here and here.)
Here are five big takeaways that employers in Connecticut can learn from these numbers.
It’s sometimes easy to forget that the government shutdown has very real-world implications. Case in point? The Equal Employment Opportunity Commission.
As of now, it’s closed. The agency has even posted a notice about it on its’ website.
That doesn’t mean that the time limits for filing a charge have been extended. Generally, federal claims
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
Last year I talked about how the new era of sexual harassment claims was coming. The open question was: Would the number of claims actually increase?
The answer to that is now known: Yes.
The Equal Employment Opportunity Commission released its preliminary data regarding workplace harassment today. And it’s findings shouldn’t be a surprise if
Earlier this week, I made my long-awaited (ok, long-awaited by ME) return on WNPR’s ever-popular “Where We Live” show.
As always, I’m thankful for the invite.
My appearances date back quite some time (remember pizza and child labor in 2010?), so it was nice to be back in the studio to talk about age discrimination
Earlier this week, the Judiciary Committee (by a 25-16 vote) approved of Senate Bill 132, being labelled by it’s proponents as the “Time’s Up” bill but covers both harassment and discrimination cases. I covered an announcement of this a while back.
As the bill moves closer to consideration now to the state Senate, it’s
Last week, I posted about a proposed Governor’s bill that would expand the training requirements for some employers.
However, that appears to be just a small part of a wider political battle that is about to be raised.
Yesterday, a group of Senate Democrats proposed, according to a handout, the “Largest Overhaul in Modern Connecticut
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
With a new wave of sex harassment complaints making headlines, there is also a bit of reflection that should happen at workplaces and the lawfirms that counsel them.
One area that we can evaluate is whether the training that is provided is effective.
A report yesterday from NPR concluded that training is just not working
A while back, I had a good discussion with a colleague on a topic with no real firm answers.
No, it wasn’t on whether the Yankees are better franchise than the Red Sox. The answer to that is unequivocally yes. (Sorry, Sox fans.)
Rather: When is a employee-related issue a legal one? Or alternatively, when