Goldberg Segalla LLP • July 16, 2018
The Connecticut Supreme Court is permitting a city worker in New Haven, Connecticut, to pursue a claim for retaliation before the Workers’ Compensation Commission. The city had previously fired the worker on the grounds that the worker had committed workers’ compensation fraud.
Brody and Associates, LLC • June 18, 2018
Unless you have been living under a rock these last few months, you know sexual harassment claims are on the rise in every industry. We have seen this in all echelons of government, the judiciary, national sporting leagues, entertainment, and the restaurant industry to name a few. One way employers work to combat sexual harassment and create a culture in which such behavior is frowned upon is through training. Very few states require mandatory sexual harassment training. However, in Connecticut, training is mandatory for certain employers.
Carothers DiSante & Freudenberger LLP • June 17, 2018
Last week, the NLRB announced that it would be issuing proposed rulemaking on joint employer standards this summer.
Jackson Lewis P.C. • May 31, 2018
Connecticut is the latest state to prohibit employers from asking prospective employees about past compensation. Effective January 1, 2019, employers may not ask (directly or through a third party) about a prospective employee’s wage and salary history unless the prospective employee volunteers the information.
Littler Mendelson, P.C. • May 23, 2018
Connecticut Governor Dannel P. Malloy signed Public Act No. 18-8, “An Act Concerning Pay Equity,” into law on May 22, 2018, making Connecticut the sixth state to prohibit employers from asking applicants about salary history. California, Delaware, Massachusetts, Oregon and Vermont had previously adopted similar bans. The new Connecticut law will permit applicants to file lawsuits for damages and other remedies.
Brody and Associates, LLC • May 16, 2018
In Connecticut, if you are an employer and engage in electronic monitoring you must post a notice to employees of the monitoring. But, what is electronic monitoring?
Brody and Associates, LLC • January 30, 2018
When an employee receives a jury summons in the mail, the employer too has obligations. While the employee’s absence during jury service may be inconvenient, employers are prohibited from dismissing, threatening, or coercing employees who are summoned for jury service. Employers should not even suggest the employee should try to avoid this call to duty.
Jackson Lewis P.C. • January 18, 2018
Physician practices and other health care providers respond to numerous requests for confidential patient information from patients and others. Mistakes made by employees fulfilling such requests for medical records or making similar disclosures can expose the practice to civil litigation.
Ogletree Deakins • September 28, 2017
The turning of the calendar to October in Connecticut means more than just leaf peeping and apple picking. For employers, October 1, 2017, is the date that several new laws impacting employers will go into effect. This year’s fall batch includes additional protections for pregnant employees, a new notice process for workers’ compensation claims, and clarification of the eligibility of certain professional drivers for unemployment benefits.
Ogletree Deakins • September 08, 2017
The Connecticut Supreme Court’s holding in Williams v. General Nutrition Centers, Inc., No. SC 19829 (August 17, 2017) is a mixed bag for Connecticut employers. While the court held that Connecticut law does not generally prohibit an employer’s use of the fluctuating workweek method to calculate a nonexempt employee’s hourly overtime rate, it also held that a Connecticut Department of Labor wage order does prohibit its use in connection with mercantile employees, which includes retail employees.