Among employment law professionals and human resource personnel, the last year has been full of changes. Among the more technical changes are thenew COBRA Subsidy provisions that were passed with the stimulus bill earlier this year.
April 18th is a big deadline for some of the im
plementation of the provisions — providing notices to some former employees
The Connecticut Department of Labor late today posted brand-new guidance (available here) comparing the new federal FMLA regulations with the existing Connecticut regulations. For employers struggling to adopt the new FMLA regulations with Connecticut’s FMLA rules, this document is a must-read because there are some very real and significant differences now that will arise — at least
News about the WARN Act keeps surfacing in e
verything from law firm closings to bakery layoffs.
While I’ve touched on the subject before, the Connecticut Law Tribune this week published a longer piece that I’ve written on the basics of the act for employers, particularly those in Connecticut. You can download the article here.
The Connecticut Supreme Court today, in a per curiam decision, affirmed an appellate court decision that held that the time period for filing a
n employment discrimination complaint under state law (not federal) begins on the date the employee’s employment actually ends, not the date that the employee received notice that his or her
Earlier this week, I discussed the benefits of providing notice to employees who may be affected by mass layoffs and plant closings, by complying with the Worker Adjustment and Retraining Notification (WARN) Act.
But what exactly does the WARN Act require and who is covered? Here are some basic answers to some basic questions.
Six months ago, I predicted a renewed emphasis on reduction in force laws and regulations with the possibility of an economic slowdown looming. With six months left to go in the year, I’m still feeling good (if you can feel "good" about suc
h things) about that prediction.
Is the economy still on the yellow