Going to a trial with an employment discrimination case is expensive. Which is one reason why many employers will ask the court to dismiss a claim before trial using a process known as "summary judgment".
But a recent federal court case illustrates the difficulty that employers still
have in getting courts to grant summary
The Connecticut Labor & Public Employees Committee is now scheduled to hold a hearing on various labor bills of relevance and importance to employers in Connecticut. Some are re-hashes of bills raised last year, but others, including amendments to the state’s FMLA laws are new. The hearing is scheduled for February 5, at 2 p.m.
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
Suppose you, as a hiring manager, have a discussion with one of your current employees about a job opening within the company at another location. In the course of that discussion, you indicate that you would expect that employee to work in that position for two years before moving on to other possible opportunities.
After that conversation, you put
As Tropical Storm Fay continues to pound Florida this week, I was recently reminded that it’s been 
23 years since Connecticut suffered a direct hit from a Hurricane — the infamous Hurricane Gloria.
No worries then for Connecticut, right? Wrong. Connecticut has been hit by several tropical storms since then — just like Fay —
A recent article by the Connecticut Law Tribune reported on the trial of two bar workers who claimed that they were terminated in retaliation for reporting a supervisor’s alleged sexual harassment of a waitress. According to court records In the trial of Daniel Van Kruiningen and Kimberly Chatterton v. Plan B, LLC d/b/a Mohegan
"You’re hired. No wait, you’re fired."
That’s essentially what happened in the case of Petitte v. DSL.net, a decision recently handed down by the Connecticut Appellate Court. The Appeals Court rejected Mr. Petitte’s claims that the company should be estopped from firing him.
The background is fairly straight-forward: