Whether you call this season “fall” or “pumpkin spice latte time”, I like to call it — “It’s CHRO Annual Report Season!”
Yes, I admit I’m a stat nerd when it comes to the CHRO Annual Report. If you’re new to this blog, the CHRO Annual Report provides all the statistics from the last fiscal
As part of my continuing series of posts about the CHRO, and following up from the 75th Anniversary panel discussion earlier this week, I wanted to provide an early look of the statistics that are soon to be released by the agency.
I was provided a preliminary draft in preparation for the panel presentation; it
So a few weeks back, I suggested that we were entering into a new era of sexual harassment cases and wondered out loud when the statistics would back up my observations.
We now have our first signs. Maybe.
In my exclusive continued look at the case statistics from the Connecticut Commission on Human Rights and
Through a recent FOI request, I was able to take a peek at the latest case statistics coming out of the Commission on Human Rights and Opportunities. (The CHRO has since added them to the website as well.)
I’ve done these recaps in years before (here’s 2016 for example) and I think
This week, the Yankee Institute for Public Policy, a self-described “free market” think tank, issued an article suggesting that Connecticut had nearly the same number of discrimination complaints as our neighboring state, Massachusetts.
(This isn’t the first time it’s been critical of the CHRO.)
In doing so, the Yankee Institute claimed that these statistics
In yesterday’s post, I talked about how employment claims being filed are up big at the CHRO.
Indeed, in looking at the statistics further, I realized that it is the second highest number of claims being filed in the last 15 years.
So, FY 2015 was a very big year for claims.
But
As I noted on Friday, the Connecticut Commission on Human Rights & Opportunities has, at long last, released case statistics for 2014-2015 fiscal year and has updated their statistics for the last several years.
As a result, there are lots of new numbers to pore over and information
The U.S. Department of Labor has released their annual statistics on labor union membership. Nationwide, union membership is down slightly by .2 percent. In total, about 11 percent of the workforce belongs to a union. Compared to 2008, when I reported on these statistics, the number is down by a full percentage point.
The
The Commission on Human Rights and Opportunities released a new set of statistics yesterday (my thanks to CHRO liaison James O’Neill for the update which I had requested a while back). Unlike years past, the statistics this year show some dramatic changes; those changes should have a significant impact on how employers view the agency
As I indicated a few weeks ago, one of the goals of this blog this year is to stop chasing headlines. The latest story about the NLRB demonstrates why.
Late last month, the D.C. Circuit Court of Appeals (which, as you might imagine, only covers Washington D.C.) ruled that recess appointments to the NLRB were invalid, calling into question dozens of decisions by the NLRB. The case, Canning v. NLRB, is not a light read; it’s nearly 50 pages long.
(As an aside, this recess decision should not be confused with the Connecticut General Assembly’s attempt to have labor law taught in the schools, presumably after recess.)
Unfortunately, the first instinct of some employment law blogs was to treat this decision as some type of watershed moment in history without providing the context for private employers — particularly those without unions.
A notable exception was a thoughtful post by the Employer Law Report which was quick to note that “since the various appeals courts are not bound to adopt each other’s opinions, the impact will depend on where the NLRB’s decisions are being challenged and how those courts rule.”
For employers in Connecticut — which falls within the Second Circuit Court of Appeals, and not the D.C. Circuit — that means that the decision is notable, but not yet binding.
Continue Reading Should Private Employers Still Worry About Unions and What Happens at the NLRB?