Effective January 1, 2025, Connecticut’s paid sick leave law is expanded to cover all employees working for a company with more than 25 employees.
Articles about Connecticut Labor and Employment Law.
Connecticut Court Ruling Clarifies ‘Recent Graduate’ Language in Job Ads: What Employers Need to Know
On October 29, 2024, the Connecticut Appellate Court issued an important decision in a case brought by the Connecticut Commission on Human Rights and Opportunities (CHRO), Commission on Human Rights and Opportunities v. Yale University. The court affirmed that phrases such as “recent college graduate(s)” or “recent graduate(s)” in job
Connecticut Adopts Narrow Definition of “Supervisor” for Hostile Work Environment Claims
The Connecticut Supreme Court recently adopted the U.S. Supreme Court’s relatively narrow definition of “supervisor” for use in determining when employers are liable under the Connecticut Fair Employment Practices Act (CFEPA) for creating or failing to remedy a hostile work environment. The decision provides employers with clarity as the term
Connecticut Supreme Court Adopts Federal Definition of ‘Supervisor’ for State Law Hostile Work Environment Claims
A “supervisor,” for purposes of a Connecticut state hostile work environment claim, is an employee who is empowered by an employer to take tangible employment actions, the Connecticut Supreme Court recently held in O’Reggio v. Commission on Human Rights and Opportunities, a decision that follows federal standards set forth in
Connecticut Appellate Court Finds No Associational Claims Under State’s Discrimination Law
A Connecticut appellate court recently held that the Connecticut Fair Employment Practices Act (CFEPA) does not recognize a cause of action for associational disability discrimination.
What Connecticut Employers Need to Know About the Upcoming Changes to Connecticut’s Paid Sick Leave Law
Executive Summary: On May 6, 2024, the Connecticut State Senate approved a significant expansion to Connecticut’s existing paid sick leave law that took effect in 2011.
Connecticut Expands Paid Leave Statute to Permit Benefits for Victims of Sexual Assault
On May 9, 2024, Connecticut enacted Public Act 24-5, which expands the circumstances under which employees can receive benefits under Connecticut’s Paid Leave Insurance Program. The Connecticut Paid Leave Insurance Program provides wage replacement benefits to employees who require leave from work for certain covered reasons, with employees contributing to
Connecticut to Make All Private Employers Provide Paid Sick Leave by 2027
On May 21, 2024, Governor Lamont signed into law new legislation that significantly expands Connecticut’s existing paid sick leave law by requiring that virtually all private employers in the state provide employees with paid sick leave no later than January 1, 2027.
Mandates Coverage by Almost All Private-Sector Employers
Connecticut Expands Paid Sick Law to Establish Entitlements for Most Employees by 2027
On May 6, 2024, the Connecticut General Assembly expanded its 2012 landmark legislation that required private-sector employers with fifty or more employees to provide paid sick time to all “service workers.” The bill, which was chaptered on May 8, 2024, as Public Act No. 24-8, expands the availability of paid
Connecticut Legislature Passes Major Expansion of Paid Sick Leave Law
The Connecticut legislature has approved a major revision to Connecticut’s state statute mandating paid sick leave, broadly expanding coverage of the statute over the next several years to nearly every employer and employee in the state.
The Connecticut Senate approved the measure on May 6, 2024, which had previously passed
Connecticut Appellate Court Rules Employer Could Discharge Medical Marijuana User Impaired on the Job
On March 19, 2024, the Connecticut Appellate Court upheld an employer’s right to discharge an employee for being impaired on the job from medical marijuana under a state law that provides employment protections for qualified medical marijuana users.
Connecticut Employers Can Terminate Employees Impaired by Medical Marijuana While Working; Appellate Court Also Provides Guidance for Reasonable Suspicion Drug Tests
In a significant decision about workplace drug use, the Connecticut Appellate Court backed an employer’s right to terminate a worker who was impaired on the job by medical marijuana. The decision also clarified the factual basis an employer must possess to justify ordering a drug test based on suspicion of
Connecticut Appellate Court Says Constructive Discharge Limitations Period Runs From Last Act of Discrimination, Not Resignation
The Connecticut Appellate Court recently ruled that a septuagenarian teacher’s claims that she was forced to resign because of age discrimination were untimely. The ruling distinguishes Connecticut law from a 2016 Supreme Court of the United States interpretation of constructive discharge claims.
How Connecticut Employers Can Be Ready for Legislation that Became Effective January 1, 2024
With 2023 in the rearview mirror, Connecticut employers may want to confirm they have implemented the necessary changes to address legislative developments that became effective January 1, 2024.
Connecticut Minimum Wage
Is a Workers’ Compensation Claimant Entitled to Temporary Total Indemnity Benefits after Retirement in Connecticut?
Under Conn. Gen. Stat. § 31-307 (a), in order for a claimant to be entitled to temporary total indemnity benefits, his injury must result in a total incapacity to work, defined as “the inability of the employee, because of his injuries, to work at his customary calling or at any other occupation he might reasonably follow. Cochran v. DOT, 220 Conn. App. 855, 867-868 (2023).