Five years ago this week, on March 8, 2020, I wrote a fairly straightforward blog post on an FAQ for employers in Connecticut about COVID-19. I had been writing about it since January (and I’ll take credit for one of the first law blog posts about it too) but suddenly things seemed to

On a new episode of our From Lawyer to Empoyer podcast which just dropped wherever you listen to your podcasts, my colleague Emily McDonough Souza and I break down the key developments from the Trump Administration’s first 45 days and the key takeaways from the conversation.

Here are some key takeaways from the conversation:

Diversity,

It’s been a busy few weeks for some (many? most?) employers as well as the nation as the new Trump administration has taken over and issued a flood of new Executive Orders, funding freezes, and press statements.

It’s been hard to keep up and that seems to be the point. “Flood the Zone” as one

Among the flurry of Executive Orders issued by President Trump this week was one that may have direct implications for private employers — or at least attempts to.

The Order, entitled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity” is certainly unique in its nature.

It revokes an executive order that has been understood to be

I’ll admit that it can sometimes be hard to talk about the political ramifications that elections have on employers because some might think you’re taking sides.

Like everyone, I certainly have my own feelings but as I’ve said on this blog for over a decade, this blog has tried to take a decidedly apolitical bent.

Employment discrimination claims are often decided on the merits of the claim. Courts routinely have to answer the question: Did the employer discriminate on the basis of a protected class against an employee in terminating the employment of that individual?

But there’s another class of cases that can resolved on procedural grounds, often times in

Well, it’s officially a trend: Employers are increasingly using personality tests for hiring decisions.

At least according to a recent The New York Times article which describes this as a burgeoning $2 billion industry.

While not new, personality tests are finding new traction as employers hire for remote work positions that have a different skill