Can I test my employees for COVID-19?
Over the course of the last few months, it feels like the answer to that question has been Yes, No, and It Depends. And maybe all three at the same time.
In fact, if you look at my post from April 2020, you’ll see the differences in the
Connecticut’s drug testing statutes applicable to employers have always been a bit tricky to follow. I covered the basics of these laws back in 2010 (you’ve been reading that long, right?).
For job applicants, employers must follow certain rules. Once an applicant becomes an employee, a new set of more stringent rules apply.
But to
The final regulations of GINA were released today — nearly 18 months after the proposed regulations were first released. You can download a copy of the regulations here. The actual text starts at about page 75.
As I’ve said earlier, however, employers in Connecticut should be wary about just following GINA however. Connecticut
Although I tipped my hand yesterday through some posts (here and here) and an interview with the Connecticut Law Tribune, here are some takeaways for employers from the Ricci v. DeStefano case.
Ed: Updated to reflect newer posts and correct style
There are many employment lawyers who subscribe to the belief that "No Good Deed Goes Unpunished". A case out of Connecticut and the Second Circuit this month certainly won’t change that perception. Indeed, although the case may have political undertones, it sets up a classic
Attorney John Williams is well-known in this state for his avid representation of various state 
workers — particularly state police officials — in discrimination matters. Yesterday, he held a press conference to announce that he will be filing a class action lawsuit in a few weeks challenging the hiring procedures of the Connecticut State Police.
Although I’ve touched on the issue of personality tests before here and here, I was recently interviewed in the December 2007 issue of Law Office Administrator (published by Ardmore Publishing) about some further specifics.
In it, I highlight two important points that employers should consider before using them:
In one of my first posts, I highlighted an article regarding the legality of personality tests. In it, I noted that the EEOC had held a fact-finding session and was likely going to issue some further guidance. Well, that day has arrived.
The EEOC issued a fact sheet on employment testing today, announced in
The Connecticut Lawyer has an interesting article in the last month on the Legality of Personality Tests under the ADA. 
The article, written by Connecticut Bar Association member Joshua Hawks-Ladds, "explores the ADA’s impact on personality testing in the workplace, and discusses what type of assessment tools will withstand ADA scrutiny and when these tools can