Connecticut’s 2026 legislative session produced one of the most ambitious workforce packages the state has seen in recent years. Several new laws take effect on October 1, 2026, and employers need to be preparing now.
In the latest episode of From Lawyer to Employer, I sat down with my colleague Sarah Niemiroski to walk
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
At the stroke of midnight last night, the 2019 General Assembly came to a close.
I think it’s fair to say that 2019 will go down in history not for the number of bills impacting employers, but for the breadth of the few that passed.
I’ve recapped the bills in some prior posts, but here’s
Senate Bill 3, titled “Combatting Sexual Assault and Sexual Harassment” has been modified since first introduced and passed the Senate late last week. Despite the title, the bill would impact every discrimination case filed in the state and would make significant changes to the sexual harassment prevention training requirements.
Wrapping up my look back this shortened week at some “Basics” posts, here’s a reminder of the obligations employers have to conduct sexual harassment prevention trainings. Have a wonderful Thanksgiving and thanks for your continued readership.
With every new law that gets passed, it’s easy to overlook the existing requirements that employers must follow.
After
With every new law that gets passed, it’s easy to overlook the existing requirements that employers must follow.
After all, if employers are just tracking the new laws down without first nailing down compliance with “older” ones, then they are leaving themselves just as vulnerable to potential claims.
One area that is easy to overlook is sexual harassment prevention, particularly in Connecticut. Indeed, some employers believe that simply adopting a policy is all that is required.
And they would be wrong.
So, it’s time to go back to the basics and make sure you’ve hit the checklist when it comes to sexual harassment prevention in Connecticut. Here are some things to consider:
Continue Reading Back to the Basics on Sexual Harassment Prevention
Several weeks after the passage of an extension of the COBRA subsidy provisions, the United States Department of Labor has finally released its model notices for employers to use.
All of them are available here.
There are three such forms, a General Notice form, a Premium Assistance Extension Notice, and an Updated
The U.S. Department of Labor recently released notices for employers to use in conjunction with the American Recovery and Reinvestment Act (ARRA). These notices provide a good start for employers, but each of these notices will also need to be edited to fit a particular employer.
So, to what employees is this concerned with?