Governor Ned Lamont has signed into law additional protections for breastfeeding workers. Connecticut law already requires all employers to “make reasonable efforts to provide a room or other location, in close proximity to the work area, other than a toilet” where an employee can express milk in private and also
Articles Discussing General Topics In Connecticut Employment Law.
State legislatures across the nation are prioritizing privacy and security matters, and Connecticut is no exception. This week, Connecticut Attorney General William Tong announced the passage of An Act Concerning Data Privacy Breaches, a measure that will enhance and strengthen Connecticut’s data breach notification law. The Connecticut House of Representatives
Connecticut’s “An Act Concerning the Disclosure of Salary Range for a Vacant Position,” which goes into effect on October 1, 2021, imposes new requirements on Connecticut employers to disclose the wage range for vacant positions to both job applicants and existing employees.
In January of 2019, Connecticut implemented legislation that, among other things, prohibited employers from inquiring about an applicant’s prior salary history. The Nutmeg State took it a step further yesterday, when Governor Ned Lamont signed House Bill No. 6380, titled “An Act Concerning the Disclosure of Salary Range for a
On June 4, 2021, Governor Ned Lamont signed House Bill No. 5158, modifying Connecticut’s breastfeeding in the workplace law to expand employers’ obligations to provide lactation rooms. The new law requires employers with one or more employees, including the state and any political subdivision of the state, “to provide a
On April 19, 2021, Connecticut Governor Ned Lamont announced plans to roll back COVID-19-related restrictions on businesses—although certain mask requirements may remain in effect. The governor intends to lift the restrictions in stages commencing May 1, 2021, through May 19, 2021.
On May 7, 2021, the Connecticut Supreme Court will hear oral argument in the case of Commission on Human Rights & Opportunities (CHRO) v. Edge Fitness, LLC, et al., SC 20538 (Conn.). The case presents an issue of first impression and arises out of the State of Connecticut’s claim
On March 29, 2021, California’s newest COVID-19-related legislation requires all employers with 25 or more employees to provide California employees up to 80 hours of COVID-19 paid sick leave. This new law requires paid sick leave in addition to other mandated paid sick leave, to certain COVID-19 impacted employees who are not able to work or telework.
Connecticut lawmakers recently introduced two bills that seek to ban non-competition agreements for physicians. If implemented, this would be the second time in five years that Connecticut has legislated in the area of physician restrictive covenants.
In mid-2016, Connecticut enacted legislation that implemented a maximum one-year temporal limitation on
Beginning March 19, 2021, businesses in Connecticut will no longer be obligated to follow the Sector Rules or Safe Workplace Rules for Essential Businesses that have been issued during the COVID-19 pandemic. The Connecticut Department of Economic and Community Development (DECD) has issued new recommendations in its reopening guidance.
On March 4, 2021, Governor Ned Lamont signed legislation prohibiting discrimination on the basis of ethnic traits historically associated with race. The CROWN Act (Bill No. 6515), also known as the “Creating a Respectful and Open World for Natural Hair” Act, amends the definition of race in the state’s anti-discrimination
Employers can expect an active 2021 Connecticut General Assembly since the 2020 legislative session was cut short. (The session lasted a little over a month before it was suspended on March 12, 2020, due to the pandemic and then officially adjourned on May 6, 2020.)
With a difficult 2020 nearing its end, if Connecticut Paid FMLA has recently reappeared on your radar, don’t fret! Simply review the below basics to prepare for this upcoming change.
As a reminder, last summer (i.e., an eternity ago), Connecticut enacted two separate laws—one creating a paid leave benefit and
Governor Ned Lamont recently announced details of Connecticut’s plan to move to Phase 3 of reopening amid the ongoing COVID-19 pandemic. Phase 3, which is scheduled to take effect on Thursday, October 8, 2020, will relax some of the capacity restrictions that were put into place with respect to
The Connecticut Department of Labor (CTDOL) has issued new and revised regulations regarding the state’s tip credit law. The final regulations greatly clarified some aspects of the existing regulatory language that had led to many class action lawsuits against Connecticut restaurants.