Suppose a national origin discrimination case goes to a jury trial (I know we’re not having jury trials during this pandemic, but humor me).
The jury comes back with a verdict finding for the Plaintiff-employee. But it awards the Plaintiff just one dollar. Is this a victory?
Before you answer, you should know this happens
As I was saying about some days… Wednesday merits TWO posts.
My colleague, Mick Lavelle, has this post on a topic that few know about and even fewer understand: The Fluctuating Work Week. For more background on the subject, I’ve talked about it in earlier posts here and here.
Interpretation of the federal Fair Labor Standards Act is aided by hundreds of pages of
Connecticut lost a fine trial judge this week. Judge Robert Satter died Monday at the age of 92.
Most employers have probably never heard of him. That’s a shame because they probably would’ve liked him.
(There was a great interview conducted with him from the Rutgers Oral History Archive. Read it. I’ll wait.)
I only
Over the years, I’ve had the opportunity to conduct "voir dire" — an outdated Latin phrase meaning "to speak the truth" — which is the process in which we select jurors for a possible trial.
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(Why we are all still forced to use the phrase "voir dire" instead of "juror questioning" is perhaps a
Pop quiz time.
Over the last 18 years, has the number of claims filed at the Superior Court level in Connecticut has: a) Gone up; b) Stayed the same; c) Gone down
If you answered "a", congratulations. The number of cases filed has gone from 57,620 in 1992-93 to 78,275 in 2009-2010. Many people believe
There is an unspoken truth about the Superior Courts in Connecticut: Summary judgment for employers in employment-related claims is typically a long shot. Of course, there are exceptions to the rule.
A case to be released by the Connecticut Appellate Court next week shows the difficulty but also shows that at least with regard to
To bring state law employment discrimination claims to court, it is well-known that an employee has to first file the claim with the state agency responsible for investigating the claim (the CHRO) (Conn. Gen. Stat. Sec. 46a-101(a)). And most people believe that all the employee has to do is then wait for the CHRO
One of the underlying fears that many employers have is that anti-discrimination laws will eventually be interpreted so broadly, that they will be open to litigation even for the most remote possibilities. Thus, the idea of "standing" (in essence, who has t
he "right" to sue another party) is one that can sometimes be used to
As one blogger posted over the weekend: Its tough to try employment cases around Christmas time. Just ask the City of New Haven.
Late last week, a jury in the Superior Court jury awarded $500,000 to a man who was turned down for a job in the city public works department. He never actually lost