Back in 2021, a change to the state’s unemployment compensation law might have been overlooked. After all, the provisions didn’t go into effect until January 1, 2024.
Alas, the time is now for employers to pay attention.
The state Department of Labor has a whole list of all the changes going into effect but I
Back in June, when the state minimum wage increased to $15 an hour, I warned that because the minimum wage was now tied to the employment cost index for wages and salaries for all civilian workers — as defined by the United States Department of Labor — it was likely to go up effective January
While all eyes are on the General Assembly for the developments for this year, we’re still dealing with a law passed several years ago raising the minimum wage.
Effective June 1, 2023, the minimum wage is now at $15 per hour.
Public Act 19-4 requires the minimum wage to increase five times over a five-year
In a 3-2 decision officially released today, the Connecticut Supreme Court relied on a little-used statute to expand the narrow wrongful discharge claim available to employees who believe they have been fired in violation of an important public policy.
The case is one that only an employment lawyer could love as it turns on definitions
Before the pandemic, I started a project called the “Employment Law Checklist”. The reasoning behind it was twofold — to talk about all the employment laws that employers in Connecticut had to face and to give me something to write about when employment law news was slow.
Then the pandemic hit (my last ELC
With inflation running rampant, it’s easy to forget that changes to the state’s minimum wage continue to roll out. Ever since the passage of the wage hikes a few years ago, employers have been dealing with $1 increases each year.
On July 1, 2022, the minimum wage per hour will increase to $14/hour. Next year,
In January 2021, I wrote about the potential for a new wave of lawsuits that employers needed to pay attention to — lawsuits (and criminal charges) based on antitrust law. In that post, I highlighted a little-noticed case in which the U.S. Department of Justice had indicted a Texas company for its no poaching agreements
The Connecticut Department of Labor has issued non-binding “guidance” on the state’s new “wage range” law. You can access it here.
The guidance is helpful in some ways but confusing in others. Importantly, employers should take the caveats noted in the guidance seriously; as it notes, this guidance “does not constitute legal advice”. Moreover, “if
If you’ve read this blog long enough, you know that certain workers are classified as “exempt” from the overtime requirements. The most well-known of these are the white-collar exemptions of executive, administrative and professional personnel.
But state law has several other categories of exemptions you may never have heard about such as a chief
Why do Human Resources Professionals and Employment Law Attorneys need to worry about antitrust law?
I’ll confess it’s not a question that many of us thought we would need to answer. I didn’t take the class on antitrust law in law school.
But over the last few years, antitrust law HAS been creeping more and