With all the legislative developments in Connecticut over the last year or so, it’s tough to keep track of all of the changes that your company needs to consider to update your employee handbook and employment policies.

Here’s a (non-exhaustive) list of some of the changes to consider with a link to more information on each of them.

1) For your EEO policies, be sure to add “gender identity” as a protected category.   You may also want to consider adding language that your company will not discriminate based on “any other protected category under state or federal law” to protect you.
Continue Reading The Seven Updates To Consider to Your Employee Handbook

Yesterday, I started my recap of the Connecticut Bar Association seminar on social media & employment law that I had the opportunity to speak at. 

In today’s post, I’m going to focus on another portion of what NLRB Regional Director Jonathan Kreisberg said at the seminar — something that may impact employers that have

In a followup to a post of earlier this week, Windsor Locks and its Superintendent of Schools reached an agreement late yesterday in which the Superintendent agreed to resign in exchange for a six month severance payment (to be shorted if he finds work before the expiration of that severance period.)

The agreement comes

For a few years now, I’ve been describing how social media policies are moving into the mainstream. 

No longer can employers simply cover their eyes and ears to what is going on with Facebook and Twitter.

Example No. 592: West Hartford, Connecticut is considering a policy that would place certain restrictions on what school employees say

Count me in the group that is both astonished and stunned by the corruption allegations made earlier today by the federal government against Illinois Governor Rod Blagojevich.  The blatant nature of the "pay to play" allegations is something rarely seen in politics. (Connecticut has obviously has its share of corruption cases.)  While