The results are in: The General Assembly and the Governor’s office have been caught up in the Blue Wave in this state.  Instead of a split, the Democratic party will control a sizable majority in both houses and the Governor’s Office.

But with Governor-Elect Ned Lamont coming from a business-side perspective and touting the need to grow business in Connecticut, what are we likely to see in the next legislative session?

Already legislative leaders are talking about a push for a series of progressive-leaning bills that have been held up the last few years. The CT Mirror has this initial report:

A day after Connecticut experienced its own blue wave in the midterm elections, Senate and House Democratic leaders said addressing a minimum wage increase, tolls, and paid family medical leave will likely be among the top priorities the majority takes on in the upcoming legislative session.

Yes, two out of the three items cited are big employment law topics. Indeed, paid family leave has been talked about for several years.

Back in 2015, I noted what the contours of such a package might look like.  

Beyond minimum wage and paid family leave, what else should employers be on the watch for? A new bill on sexual harassment prevention training and perhaps even an expansion for claims of sexual harassment isn’t out of the question either.

The bill died on the floor earlier this year, but it’s hard not to think that with sexual harassment claims in the state on the rise, a bill on the topic isn’t far behind.

My early prediction? The 2019 legislative session is going to be a busy one.  Additional bills on strengthening unions may ultimately be on the table.

With a Blue Wave in the state, employers should be mindful that elections have consequences and those are going to be seen in 2019 at the General Assembly.

With 2009 winding down, it seems like a good time to reflect on what transpired during the last legislative session and look forward to the 2010 short session of the Connecticut General Assembly.

Fortunately, the CHRO has prepared a detailed summary of the 2009 session, with recaps of particular measures that were passed (or defeated).  As I’ve noted before, there were a number of laws passed that relate to labor and employment law matters in Connecticut.

You can download the 24-page recap here.  The summary is particularly helpful because it is filled with links to the relevant documents.

In yesterday morning’s post, I indicated that people should be wary of drawing generalities from some recent decisions granting summary judgment for employers.  Indeed, I went out of my way to note that each judge has their particular way of handling employment discrimination cases.

I also highlighted District Court Judge Christopher Droney for his statement in his chambers practices that:

in employment cases, for example, many summary judgment motions and motions to dismiss are being filed. He believes that most of these motions have merit and need to be considered by the court.

Of course, I could’ve also noted that just because Judge Droney believes that the motions need to be considered, that does not mean he will necessarily grant them. 

So what does Judge Droney do yesterday afternoon? He issues a ruling denying, for the most part, an employer’s motion for summary judgment. Go figure.

The case, Spiotti v. Town of Wolcott, isn’t particularly novel for the issues it brings (police officer claims that she was discriminated against because she was a woman and that her supervisor allegedly told her that she was ineligible for certain positions because she was a "mother").  The court did grant summary judgment to the individual supervisors, on the grounds that the statute only allows for claims against employers — not individuals.  But that issue is pretty well settled now.

So, my message from yesterday remains even clearer today: summary judgment is certainly not dead as a procedural tool in this district — but there is no hard and fast rule that it will be granted either.  And employers who believe that filing for summary judgment is the best decision in each case are kidding themselves over whether its truly the best course of action.