October 1 may not seem like a big day, but for employers, today’s the day that a bunch of new employment laws become effective.
None of this should be a surprise if you’ve followed this blog; I’ve reported on all the developments over the last several months. But if this has still caught you off
The Connecticut House yesterday passed HB 5003, a sweeping workforce and working-conditions bill, and transmitted it to the Senate where it awaits a vote; employers should begin planning for compliance now given the breadth of changes and staggered effective dates.
In short, the bill tightens and expands wage range transparency obligations, requires new job
As I continue a deeper dive into new Connecticut employment laws, Public Act 21-27 adds three new parameters for the existing requirement that an employer provide a lactation room or other location in the workplace for a mother to express her milk.
Previously, Conn. Gen. Stat. § 31-40w only required that such room or location
Late on Tuesday (April 23, 2019) the CHRO released new Legal Enforcement Guidance on “Pregnancy, Childbirth, or Related Conditions at Work”.
Or you might call it a “Bluepaper” instead – as a “one-pager” on the subject called it.
That one-pager was prepared by the Worker & Immigrant Rights Advocacy Clinic at Yale Law School’s Jerome
On Tuesday, May 23rd, the Connecticut House of Representatives overwhelmingly passed a measure that would greatly expand the already broad anti-discrimination provision that exist under Connecticut law. The bill, House Bill 6668, would make several substantive changes to the protections including defining what is a “reasonable accommodation” instead of leaving that determination open.
I’ve
Over ten years ago, Connecticut became one of the first states to mandate that employers “make reasonable efforts to provide a room or other location, in close proximity to the work area, other than a toilet stall, where the employee can express her milk in private.”
I’ve discussed that law in depth in a prior
Connecticut employers have long since had to deal with Conn. Gen. Stat. 31-40w which has stated that every employee who wishes to express breast milk or breastfeed at work can do
so during a meal or rest period. Employers are obligated to find a suitable room or other location (other than a toilet stall) where the
UPDATED
Credit Molly DiBianca at Delaware Employment Law Blog and Fitzpatrick on Employment Law for highlighting a little-known provision that was passed in the health care law. As summarized by Molly:
Section 4207, titled, Reasonable Break Time for Nursing Mothers amends the Fair Labor Standards Act (“FLSA”). Because it is born to the FLSA, its
In the workplace, there good ideas, bad ideas, and ideas that make you scratch your head.
Reading a recent article in Time about bringing babies into work, I was hard-pressed to place it other than in the third category. The article cites a new "institute" called the Parenting in the Workplace Institute as saying that
Over the last few days, the mainstream press and blogosphere have been abuzz over the Harvard Medical School student and new mother who asked for extra time during her licensing exam to express her breast milk. Ultimately, a Massachusetts court denied Sophie Currier’s request of the National Board of Medical Examiners for the time.
The