As I’ve been going over this week, employers have a lot of new obligations under Connecticut law.
This next one is pretty arcane. (In fact it was on line 12415 of page 408 of the budget implementer bill).
Here’s the new rule:
Effective December 1, 2021 (and annually through December 1, 2024), any
Early on in this pandemic, I co-authored a post with ADNET Technologies’ Christopher Luise regarding the possibility of digital contact tracing for COVID-19. I recapped it in a post here as well.
That possibility is now a reality in Connecticut with the state turning “on” the COVID-19 exposure notification system.
First an explanation. As
One of the reasons I’m working on this project is to highlight the mandates and requirements that employers in the state need to follow. Some can lead to possible litigation; some can lead to, well, something less.
Conn. Gen. Stat. Sec. 31-51jj is an example of the something less. The key language of the provision
A few months ago, I reported on the District Court’s decision in Amara v. CIGNA, an important class-action case on ERISA retirement benefits and on alleged misrepresentations made by the Company about retirement benefits. Over the last few months, then, the court was asked to consider the issue of what is appropriate relief from the
Lawyers representing the class of retirees from CIGNA will argue that their clients are entitled to "hundreds of millions" of dollars in retirement benefits as a result of misrepresentations made by CIGNA, according to a report in yesterday’s Hartford Courant.
The Courant — which finally reported on the decision 5 days after it came
My post from last Friday’s ERISA decision in Amara v. CIGNA Corp. has drawn quite a bit of interest. Since my post over the holiday weekend (from vacation) was intended merely as a brief summary until this week, it has drawn sufficient attention that a few points bear further elaboration, including disclosure of my knowledge
Difficult, time-consuming, and expensive litigation with uncertain results – such as this case represents – is assuredly not a sensible way to manage the Nation’s retirement system for either employers or employees. Sadly, at least for now, litigation appears to be the only option available to them.
In a 122 page opus on ERISA law
In recent years, some employers have turned to EPLI (or employment practices liability insurance) to help control their costs. Some find it useful, others do not. But one important part of having the insurance is making sure it applies when you actually have a claim.
A recent federal court case highlights the importance of notifying the insurer of the claims