This week, my colleague Sarah Westby and I published a detailed look at the new legal cannabis law in Connecticut and what it means for employers. I’m not going to duplicate the post here but strongly encourage you to read it.
One thing that didn’t make it in the post was strange provision found in
Late Friday, Governor Lamont vetoed House Bill 5001, which I had highlighted in an earlier post as being passed during the waning hours of the legislative session.
That bill would have rescinded a particular labor regulation and required the Department of Labor to promulgate a new regulation in its place.
In vetoing the measure,
Update: Governor Lamont vetoed this bill on July 12, 2019.
Bear with me because this is a story about how a little provision slipped in at the last minute and buried deep in a innocuously-titled bill will have big implications for the restaurant industry in Connecticut.
Continuing his posts on wellness programs, my colleague Marc Herman fills us in on what’s the latest.
I return today with the second part of a two-part post on wellness programs.
Reference to my prior post is not to be braggadocious, but to remind you that both posts ought be read in tandem.
Suppose you have to terminate an employee who is over the age of 40 and you decide to offer that employee a separation agreement.
(I’ve previously covered the “standard” provisions in an agreement here and discussed a 2009 EEOC Guidance on the subject here.)
You already know (right?) that releases for employees over
Following up on my earlier post about Monday’s official release of the new FMLA regulations, the regulations are now available electronically a few days before.
You can download a copy here (though you are forewarned that it is over 700 pages long — about 2 MB).
A cursory review of the document shows that the first 550