During the summer last year, I started a weekly series of posts about various "basics" of employment law, with a particular focus on Connecticut.
I had planned to start it again this week on a different topic, but in driving into work this morning after a meeting, I was struck by what I saw and
Earlier this afternoon, President Obama signed the National Defense Authorization Act of 2010. By doing so, he approved of several changes to the FMLA . But before you rip up your existing FMLA policies, the provisions relate to the military-related leaves under the Act. (H/T Ohio Employer’s Law Blog) The changes as a whole
Late last week, the Connecticut House approved Senate Bill 710 (S.B. 710) which makes some important changes to the state FMLA law to bring it more in line with the fe
deral family and medical leave act rules as they relate to military caregiver leaves of absences.
Late last week, the Connecticut Senate approved a measure that would permit an employee to take up to 26 weeks of unpaid leave from work to care for family members who may have been injured in the line of military dut
y. The bill (Senate Bill 710) is now on the House’s calendar for a
As I reported on Friday, the U.S. Department of Labor has released final regulations implementing the Family and Medical Leave Act (FMLA). The regulations (which you can dowload here) become effective on January 16, 2009. At 750 pages, you need a book just to summarize the changes (and I’m sure one of the
As I predicted last month, Congress will quickly take up the bill regarding defense spending (which also includes a provision for protected leave for military families) this week, when it opens its 2008 session.
The New York Times is reporting this morning that a resolution of the issues which resulted in the President’s pocket veto of
On Friday, Congress passed the first significant amendments to the Family and Medical Leave Act (FMLA) in over a decade. .jpg)
The Bill still needs to be signed by President Bush in order for it to become effective.
The new bill, which has yet to be signed by President Bush, creates an additional category for
Suppose an employee takes maternity leave from a position. 
Due to health complications, that leave is extended multiple times (past the 12 or 16 weeks required under FMLA or CT FMLA). The employee remains an employee pursuant to a short-term disability plan. When the employee is ultimately medically cleared to work, does the employer
A few weeks ago, I pointed out an old employment law prohibiting minors from operating elevators was still on the books. The Connecticut Law Tribune picked up on the story with a reference to the blog (though its hidden behind a paid registration page so you’ll have to take my word on it). So are