One of my most popular segments on this blog has been the ongoing “dialogue” with Nina Pirrotti, an employee-side employment law attorney that we do from time to time. Nina is a partner at Garrison, Levin-Epstein, Fitzgerald & Pirrotti, P.C. based on New Haven and is a member of the Executive Board of the
Since the odds of any significant federal legislation coming down the pike rest somewhere between zero and zero, we have to look to state legislatures and local entities for “excitement”.
And for Connecticut employers, it’s time to anxiously await the developments from the General Assembly.
But down I-95 (or I-84, if you’re near Danbury), there
Senate Bill 3 would require employers to disclose sexual harassment complaints about job seeking employees to prospective employers. But questions remain.
Continue Reading Bill Would Require Employers to Disclose Sexual Harassment Complaints as Part of Job References
Back in 2016, I noted that Congress had a major problem passing major legislation. Of course, at the start of the pandemic, it passed paid COVID leave and related legislation but other than that, it’s been a LONG time since it passed anything significant.
But surprise!
Yesterday, the Senate joined the House in passing H.R.
Let’s face it — the internet is now filled with click-bait — that is, headlines written so you will click on it, just like the one above. Buzzfeed was a master at it with such gems as:
Over the last few weeks, I rediscovered the “draft” folder of the back end of my blog. By last count, I had nearly twenty posts that I started and then didn’t finish for one reason or the other.
Some posts have just a title and maybe a line or two; a few were basically finished.
As I continued my deep dive into all the new items of legislation, today will focus on an act that amends the law regarding training and statute of limitations for complaints .
Public Act 21-109 (Senate Bill No. 1023) makes some changes to the affirmative action law which I won’t cover here. But there are
As post-vaccination life kicks in, the complications for employers continue to mount. No doubt life was a lot harder on lockdown, but some individual decisions for employers were easy — just work from home.
But over the last few weeks, judging from the calls I’m fielding from employers of all sizes, there’s a desire to
Today, I bring back one of my favorite recurring features – my conversations with employee-side attorney Nina Pirrotti.
As we’ve moved our conversations (“The Dialogue”) from written to virtual format, we still find the effects on employment law by the pandemic to be wide-ranging. While vaccinations are welcome, the move to remote work has created
It’s the Most Wonderful Time of the Year.
It’s the time when I delve into the annual report of case statistics released by the Commission on Human Rights and Opportunities. It’s a time to look for trends. And yes, I get excited about this report every year.
The most obvious trend? Case filings are down.