As this blog has grown over the last few years, I’ve noticed that some readers have missed earlier articles on relevant topics. Indeed, sometimes they ask why I haven’t written about it before when, in fact, I have.
Rather than write the same post again, I thought it would be useful, from time to time
Earlier this month, I posted on a bill pending before the Connecticut General Assembly that would have changed the statute of limitations for filing employment discrimination claims and allowed a Complainant to ask for a release of jurisdiction of the CHRO as soon as possible.
This week, the Labor & Public Employee Committee approved of
In a hearing earlier today, the Equal Employment Opportunity Commission discussed the "devastating impact" that age discrimination has on workplaces and employees.
For employers, however, the most notable item from the hearing was the release of new technical guidance regarding separation agreements and the waivers of age discrimination claims contained in such agreements. You can
Wouldn’t it be great if there were a document that outlined issues that both employers and employees could think about when trying to settle employment law disputes?
Turns out there is. You just need to know where to look.
At the risk of giving up one of my "secret resources", one of my favorites is
Addressing the legal risks associated with a reduction in force (or "RIF") has long been a topic on this blog. In fact, looking in my crystal ball way back in January 2008, I suggested that it would the hot topic before years’ end.
Flash forward to the present, and the headlines continue to be
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