First off, let me dispense with the elephant in the room — yes, I’ve been watching Survivor for all 50 seasons. Every single one.
From the first grainy images of Richard Hatch scheming on Borneo back in 2000 to tonight’s premiere of “Survivor 50: In the Hands of the Fans,” I’ve been there, torch in
A recent Connecticut Appellate Court decision should raise the eyebrows for every employer in the food service and hospitality industry. The case, Gentile-Riaz v. Samo Thraki, LLC, officially released last month, allowed a retaliatory discharge claim to proceed when an employee complained to a municipal health district about unsanitary conditions at her workplace. While
The Connecticut Appellate Court issued a ruling that employers need to understand when dealing with pregnant employees. The case, Long v. Town of Putnam, reversed summary judgment for the employer and remanded the case to trial.
According to the court’s opinion, Cassie Long was hired as Assistant Finance Director in June 2019. On her
A new case officially released today by the Connecticut Appellate Court Begley v. State, won’t revolutionize employment law, but it’s a useful reminder of how retaliation claims can fall apart when the factual foundation crumbles. For employers facing retaliation allegations, this case illustrates exactly what plaintiffs need to prove — and what happens when
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
Earlier this week, my colleague Bradley Harper and I did a post our sister blog site, Employment Law Letter, on a recent Connecticut Appellate Court case discussing the level of proof needed by an employee to win a discrimination case.
If you haven’t read it yet, you can click here.
The key line in the
It’s Wednesday afternoon and you get an email from a service that receives lawsuits on your behalf.
“Congratulations! You are the recipient of a new lawsuit!”
No, it doesn’t really say that.
Rather, it’ll basically attach a copy of the lawsuit and remind you that the clock is ticking for a response.
It might as
Let’s take a test.
In the last ten years or so, the number of charges of discrimination and retaliation filed at the EEOC has done WHAT?
a) Gone up by 40 percent
b) Gone up by 15 percent
c) Stayed relatively flat
d) Gone down by 15 percent
e) Gone down by 40 percent
Remember 2010?
Those were the days of Lady Gaga’s “Meat Dress”. You could also play “Angry Birds” on your new smartphone.
And discrimination complaints to the EEOC were about at their all-time high.
But over the last few years — and in particular, last year — discrimination and retaliation claims have been down.
A LOT.
Earlier this month, the EEOC released its statistics regarding charges for 2018. I love looking at these because there are certain trends that always pop out. (You can see some prior years here and here.)
Here are five big takeaways that employers in Connecticut can learn from these numbers.