The end of the General Assembly session is quickly coming upon us. So it’s a good time to look at what bills are still floating around in this year’s term and what’s dead (or mostly dead) for the year.
Here are just a few of the highlights:
The latest episode of “From Lawyer to Employer”, a Shipman podcast that I’m hosting this season, is now live and it’s all about accommodations and leaves in the workplace.
What we try to tackle, however, are the more challenging or unusual accommodation requests that employers sometimes get. Accommodating someone who is restricted in their
For HR professionals and employment lawyers, the basics of FMLA and ADA is an oft-covered topic in law firm webinars.
But I’ve heard from plenty of people that they’re good with the basics; it’s the tricky issues that give them headaches.
With the acknowledgement that one person’s difficult question may be another person’s easy one
Just like you can’t spell awesome without ME, you can’t take FMLA leave without some conditions. There may not be 22 such conditions, but I know all too well, that one of those conditions is that the FMLA leave should be genuine. FMLA abuse can lead to bad blood between the employer and the employee.
Let me preface what I’m about to say with a huge caveat: I’ve seen no empirical studies or surveys of employers to determine whether or not they are complying with the updated Connecticut FMLA law.
But having gotten that out of the way, I remain concerned that there are a ton of small employers out
Last week, I attended the ABA Annual Labor & Employment Law Conference — something I’ve written about on this blog pre-pandemic (remember when?).
There were many good programs and I’ll try to talk about some of the other topics in an upcoming blog post or two.
However, one topic that I was interested in
If you look at the state Department of Labor website, you’ll find a notation about “proposed amended FMLA regulations” that have not yet been put into place. It adds “approval pending”.
As the modern saying goes: Don’t believe everything you read on the Internet.
In fact, last month – as I previewed in
A while back, my colleagues and I talked about new final proposed regulations implementing the revised CTFMLA law.
Turns out that “final” doesn’t actually mean FINAL.
On June 28, 2022, the Legislation Regulation Review Committee (LRCC) rejected the so-called “final” regulation without prejudice and asked that a number of corrections be made to the regulations.
For months, employers have been eagerly awaiting updated regulations that address the revisions to the Connecticut Family and Medical Leave Act.
At last, on March 22, 2022, the Connecticut Department of Labor (“CT DOL”) released its final proposed amended CTFMLA regulations, answering questions that had remained unanswered by the revised law.
Indeed, the proposed regulations
In two weeks, employers in Connecticut will have to deal with something new and I worry that many employers aren’t prepared for what is coming. It’s really a triple-whammy at the same time.
Item 1:
First, effective January 1, 2022, Connecticut’s Family and Medical Leave Act law gets expanded to almost all private employers. That