An applicant for a job posting in education lists his most recent relevant experience as occurring in 1973.  You don’t bring him in for an interview.

Is it gender discrimination?

Beyond that, if he says that he is the most qualified candidate — do you have to hire him?

And if you don’t hire the

You won’t find it (at least easily) on the Connecticut Department of Labor’s website.  (The Department’s FMLA page is void of any reference as well.)  

But late last month the CTDOL quietly released new regulations governing FMLA leave rights to school paraprofessionals. 

I’ve asked my colleagues, Jessica Ritter and Henry Zaccardi, to recap the

The Connecticut Appellate Court yesterday released two notable employment law decisions. They won’t become “official” until April 30, 2013, so you have some time to digest them.  I’ll cover one today and leave the other for a future post (though if you’re really curious you can read it here.)

To me, the more interesting

1:00 p.m. update: I’m hearing of slight delays in processing the e-gift cards at Target.  Just please make your contribution as soon as you can today and we’ll watch for them this evening if need be. You can also use Walmart, Staples or Amazon if you prefer.  I am extending the cutoff to donations

For a few years now, I’ve been describing how social media policies are moving into the mainstream. 

No longer can employers simply cover their eyes and ears to what is going on with Facebook and Twitter.

Example No. 592: West Hartford, Connecticut is considering a policy that would place certain restrictions on what school employees say