Last week, I talked about how smart arbitration drafting allowed the company to recover its attorneys fees in successfully defending a claim by a former CEO. But there’s another lesson from Golden v. WorldQuant that company should know: how four simple words in a termination letter can save employers from a legal trap.
As I continue to highlight some important employment law developments from this summer, the National Labor Relations Board (NLRB) caused a mild stir for employment law lawyers when it issued a decision in Stericycle, Inc.
This ruling introduces a fresh legal standard for assessing employers’ workplace policies and rules, with far-reaching implications for businesses
“Joe, in response to all this NFL stuff, we want you to display U.S. flags at your workstation.”
“No.”
“Well, then you’re fired.”
Don’t think that can happen? Then you haven’t heard about the Cotto v. United Technologies Corp. case — a long-forgotten Connecticut Supreme Court case from 20 years ago that has particular
My colleagues Gary Starr and Jarad Lucan return today with a post that we have sent out as client alert, but which may be of interest to readers of the blog as well. It tackles the subject of protected concerted activity. (Hint: It may be broader than you think.)
Is a non-union employee who
Since we just an election last week, I thought it would be fun to revisit one of my earliest blog posts from back in November 2007 (!).
Let me pose a scenario first. Suppose you work for a mid-size employer in the state and decide to run for a local or state office. Perhaps
For nearly six months, public hearings at the CHRO were on hold because Governor Malloy did not reappoint the human rights referees. As a result, cases that had been pending at the CHRO went nowhere — fast.
However, that is changing. Two new human rights referees were appointed this month and a third will
I was hoping that fellow blogger, Jon Hyman (of Ohio Employer’s Law Blog fame), and I would get to make another World Series bet. Unfortunately, his team (the Phillies) and mine (the Yankees) are both watching the World Series from some tropical poolside bar.
But
Recently, a colleague received an e-mail that suggested that all employers must post information that "lists employee’s rights to health insurance under Connecticut Law." When I heard about it, something didn’t seem right. After all, since when do employees have a right to health insurance in Connecticut (and, isn’t that a heated topic of