The headlines over the weekend for Connecticut have not been kind. Two were particularly striking. First, the Courant ran a story entitled "Sizable Job Losses Expected in State". The second w
as a story about the expected closing of The Goodwin Hotel, one of Hartford’s premier hotels.
Both indicate a local economy that
With the cable news shows tracking the stock market like the latest sports scores ("it’s down…no it’s really down!), there is little doubt that the public and companies are all feeling some anxiety.
So, I decided to take a look at some of the blog statistics to see if I c
ould discern any patterns.
The headlines this week, particularly to those in Connecticut, sound an ominous tone. Foxwoods announces layoffs of 700. And this morning, a new government report came out showing that employers shed nearly 160,000 jobs.
Where will this all lead? That’s the $1 trillion dollar question that is on everyone’s mind. But in the meantime
Over the next few days, I’ll be filing posts about the ABA Labor & Employment Law Conference held in Denver from September 10-13 (my plans to post live ran afoul of some firewalls that labelled my site a "weapons" site. Who knew?)
With the unemployment rate at its highest levels in several years, it was
In this job environment, companies are tending to use severance agreements as a way to limit their exposure to lawsuits down the road, and part ways with employees on as amicable a basis as possible.
I’ve previously written some the legal issues that arise with layoffs and severance agreements. But often times, the agreements
Earlier this week, I discussed the benefits of providing notice to employees who may be affected by mass layoffs and plant closings, by complying with the Worker Adjustment and Retraining Notification (WARN) Act.
But what exactly does the WARN Act require and who is covered? Here are some basic answers to some basic questions.
Just time enough for some short updates on various posts from the last few weeks.
For employers, providing employees with a separation agreement may be one of the best ways for 
a company to minimize their risk of litigation from the termination of that employee. But an agreement, it is often said, is only worth the paper it is written on, if it meets certain legal requirements.
Just like pilots