My colleague, Marc Herman, returns today to talk about a subject that doesn’t get a lot of attention but may as the technology makes genetic information more accessible. But just because it’s more accessible, doesn’t make it right. Particularly if you suspect something “smelly” in your workplace.
It’s not often that it comes up, but
With all the legislative developments in Connecticut over the last year or so, it’s tough to keep track of all of the changes that your company needs to consider to update your employee handbook and employment policies.
Here’s a (non-exhaustive) list of some of the changes to consider with a link to more information on each of them.
1) For your EEO policies, be sure to add “gender identity” as a protected category. You may also want to consider adding language that your company will not discriminate based on “any other protected category under state or federal law” to protect you.
Continue Reading The Seven Updates To Consider to Your Employee Handbook
So with the Supreme Court’s decision last week, there’s lots of other items that have slipped under the radar. (It’s Daylight Savings Time this Saturday, for example, which means spring is right around the corner.) Here’s some of things you might have missed:
The EEOC recently posted some additional guidance related to the new GINA regulations that it released that will become effective in January 2011. For small businesses, the guidance will be very helpful as companies plot their course to compliance.
One document provides some additional background material on the law while the other document answers
Earlier this week, I offered some initial thoughts about the new GINA regulations that will become effective in January 2011. After time this week to digest the regulations and review the analysis of others, here is the bottom line for employers in Connecticut.
The final regulations of GINA were released today — nearly 18 months after the proposed regulations were first released. You can download a copy of the regulations here. The actual text starts at about page 75.
As I’ve said earlier, however, employers in Connecticut should be wary about just following GINA however. Connecticut
Although many of you have come to rely on the Connecticut Employment Law Blog as your source of information on employment law, it’s always smart to look at other s
ources of information for a more complete picture.
Within the last few weeks, several articles have been recently published that are worth a look.
First
2009 will not go down as the most exciting year for employment law. There were a number of "honorable mentions" for items that have had an impact, but nothing — in my view really stands out.
I suppose for Connecticut, the Ricci v. DeStefano case has to be put up at the top of the
Over the weekend, I was asked: How do you keep coming up with ideas for the blog? My response was that I use Google Reader to flag stories that may be of interest.
Unfortunately, over the last few weeks, I’ve been flagging more sto
ries than I’ve had time to write about. So, now seems
Keeping track of workplace posters is assuredly one of the most mundane aspects for a human resources department but for the next few weeks, perhaps it’ll get a little more exciting.
For the first time in a while, employers that are covered by federal anti-discrimination laws (typically 15 or more employees) will need to update