Total Articles: 11
XpertHR • August 25, 2017
In a first-of-its-kind ruling, a federal court has held that the federal marijuana ban does not preempt a Connecticut law protecting job applicants and employees from employment discrimination based on medical marijuana use.
FordHarrison LLP • October 17, 2016
Executive Summary: Effective January 1, 2017, Connecticut becomes the latest state to join the “Ban the Box” movement. Pursuant to Public Act No. 16-83, “An Act Concerning Fair Chance Employment,” and Conn. Gen. Stat. § 31-51i, as of January 1, 2017, it is illegal for private and public sector employers with one or more employees to request information about an applicant’s prior arrests, criminal charges or convictions on an initial employment application.
Jackson Lewis P.C. • February 04, 2016
Certain health care facilities specializing in long-term care in Connecticut will be required to register with a statewide background check portal beginning February 8, 2016.
Jackson Lewis P.C. • July 22, 2015
This 2015 update reflects the revisions the Connecticut Legislature passed to the law (eff. 01/01/15) and the associated revisions the Connecticut Department of Labor made to its Guidance.
Brody and Associates, LLC • September 09, 2014
On January 1, 2015, changes to Connecticut’s Paid Sick Leave Act (“Sick Leave Act”) will go into effect. These modifications are a result of Governor Dannel Malloy’s signing into law an amendment (“Amendment”) on June 6, 2014. Two of the key developments are the method for determining whether or not an employer is exempt from providing paid leave and the time within which sick leave is accrued.
Ogletree Deakins • June 10, 2014
In its most recent legislative session, the Connecticut General Assembly passed a bill that enacted a number of changes to the law commonly referred to as the Connecticut Paid Sick Leave Law, which originally went into effect on January 1, 2012, and is codified at Conn. Gen. Stat. § 31-57r-w. Connecticut Public Act No. 14-128, which was signed into law on June 6, 2014 and will go into effect on January 1, 2015, changes the mechanism for determining whether a nonmanufacturing business is exempt from providing paid sick leave. The 2012 version of the law required employers with 50 or more employees in Connecticut during any of the previous year’s quarters to provide paid sick leave to qualifying employees. In contrast, under Public Act 14-128, employers must determine if they meet the 50-employee threshold based on the number of employees on their payroll during the week containing October 1, annually.
Brody and Associates, LLC • January 14, 2013
Do you know how many employees you had in 2012? Connecticut businesses with 50 or more total employees in any calendar quarter of 2012 are covered by the Connecticut Paid Sick Leave Law for 2013.
Ogletree Deakins • October 04, 2011
A new Connecticut law that took effect on October 1, 2011 (Public Act 11-223) makes it unlawful for most Connecticut employers to require employees or prospective employees to consent to requests for credit reports that contain information about their credit scores, credit account balances, payment history, savings or checking account balances, or account numbers. Connecticut is one of only a few states that have enacted such a law.
Fisher Phillips • July 27, 2011
Two more states â€“ Connecticut and Maryland â€“ have joined Illinois, Oregon, Washington, and Hawaii, and several cities, in severely limiting employers' ability to use a job applicant's or current employee's credit history or credit-related information. This affects decisions in hiring or promotions, as well as in determining compensation or other terms, conditions, or privileges of employment. Gov. Dannel Malloy signed the Connecticut law on July 13, 2011. Gov. Martin O'Malley had signed that state's Job Applicant Fairness Act (JAFA) on April 12, 2011. Both laws take effect on October 1, 2011.
Fisher Phillips • June 14, 2011
Gov. Dannel P. Malloy of Connecticut has signed the first state law in the U.S. requiring private employers to provide their employees with paid sick leave.
Fisher Phillips • December 05, 2007
Connecticut is the latest state to recognize the importance of facilitating honest and open employment references. In an attempt to open the lines of communication concerning former employees, the Connecticut Supreme Court found that employers’ comments are privileged and that workers cannot sue for defamation if their former employer makes untrue statements while trying to provide a good-faith assessment.