The Connecticut House yesterday passed HB 5003, a sweeping workforce and working-conditions bill, and transmitted it to the Senate where it awaits a vote; employers should begin planning for compliance now given the breadth of changes and staggered effective dates.
In short, the bill tightens and expands wage range transparency obligations, requires new job
The Connecticut Appellate Court officially released a decision this week that provides some useful (if straightforward) guidance for HR professionals and employment lawyers in the state. In Hanke v. Electric Boat Corp. (officially released April 7, 2026), the court affirmed summary judgment in favor of the employer on all three counts — disability discrimination
Season 4, Episode 2 breaks down what employers really need to know
In our latest From Lawyer to Employer podcast episode, I sat down with my colleague Sarah Niemiroski to tackle one of the most requested topics from our recent fall seminar at Hotel Marcel: Connecticut’s increasingly complex web of leave laws.
If you’re
Here’s a scenario that’s becoming increasingly common in HR departments across the country: An employee is struggling with performance issues. After working with them and providing coaching, the employer decides to put them on a 60-day performance improvement plan (PIP). It’s a reasonable step – giving them a clear path to get back on track.
The latest episode of “From Lawyer to Employer”, a Shipman podcast that I’m hosting this season, is now live and it’s all about accommodations and leaves in the workplace.
What we try to tackle, however, are the more challenging or unusual accommodation requests that employers sometimes get. Accommodating someone who is restricted in their
Continuing my series of posts arising from the ABA Labor & Employment Conference earlier this month, one of the most interesting programs I attended was a plenary session on neurodiversity in the workplace.
“Neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one
For HR professionals and employment lawyers, the basics of FMLA and ADA is an oft-covered topic in law firm webinars.
But I’ve heard from plenty of people that they’re good with the basics; it’s the tricky issues that give them headaches.
With the acknowledgement that one person’s difficult question may be another person’s easy one
Years ago, I wrote about how state employment law imposed a duty to engage in an interactive dialogue with an employee who had a disability and was requesting a reasonable accommodation.
But what it does it truly mean to engage in an interactive process?
A new case from the Connecticut Appellate Court provides some
As I’ve previously talked about, two new federal laws protecting pregnant workers and nursing employees are now in effect (with the protections for pregnant workers taking effect on June 27, 2023).
I want to use this post to talk about: the implications for employers in states like Connecticut that already have protections under state law
Twas the day before the night before Christmas
And all thru the law office
Not a creature was stirring
Except the employment lawyers reading the new Congressional Omnibus spending bill and looking for the employment law provisions tucked neatly inside.
In a parting gift for employers and employees, Congress passed a broad spending bill on