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Municipalities Must Provide Service Animal Leave

By: Rebecca Goldberg

Effective July 1, 2024, municipalities in Connecticut must provide service animal leave to employees with disabilities.  The benefit is available to full-time employees in permanent (non-temporary) positions who have a disability and who have been employed for at least twelve consecutive months.  An employee meeting these requirements is permitted to use accumulated paid sick leave, […]

Municipal Housing Authorities and Transit Districts Must Provide Family and Medical Leave Benefits

By: Rebecca Goldberg

Effective October 1, 2024, housing authorities and transit districts will be required to participate in CT Paid Leave and CT Family and Medical Leave.   Under existing law, the federal government, the state or a municipality, a local or regional board of education or a nonpublic elementary or secondary school, are not considered “employers” under this […]

Major Changes to CT Paid Sick Leave Law

By: Rebecca Goldberg

New legislation significantly changes the CT Paid Sick Leave Law (CPSLL), making it applicable to nearly all public and private employers in Connecticut for the first time and changing some key provisions.  These changes will require a change to any sick leave policies that are not in compliance, so employers must pay close attention to […]

What to Know About FTC’s New Non-Compete Ban

By: Jordan A. Vazzano

On April 23, 2024, the Federal Trade Commission (FTC), by a vote of 3-2, approved and issued its much-anticipated final rule (the Final Rule) virtually banning employers’ use of all non-compete clauses. The Final Rule is effective 120 days after the date of publication in the Federal Register. The following advisory summarizes essential components of […]

Major Overtime Rule Change Effective July 1 – What You Need To Know To Prepare Now

By: Rebecca Goldberg

The U.S. Department of Labor released its final rule, requiring minimum wage and overtime for some employees who are currently “exempt” from these requirements. Employers need to plan ahead for implementation, as the rule change could lead to seismic shifts in some payrolls. The federal Fair Labor Standards Act (“FLSA”) requires that employees receive minimum […]

Title IX Changes Are Here – Your Roadmap for the New Requirements

By: Rebecca Goldberg

All public and private elementary and secondary schools, school districts, colleges, and universities receiving federal funds must take note of major changes to Title IX regulations.  The U.S. Department of Education recently updated these regulations, which address how educational institutions handle complaints of sex discrimination and sexual harassment.  The new regulations go into effect August […]

Supreme Court Makes it Easier to Sue Under Title VII for Job Transfers

By: Paul A. Testa, Esq.

On April 17, 2024, the U.S. Supreme Court made it easier for employees to sue for a discriminatory job transfer under Title VII of the Civil Rights Act of 1964.  The result of this decision could lead to an increase in workplace discrimination suits. In Muldrow v. City of St. Louis, Missouri, et al., the […]

Do We Need to Allow Emotional Support Alligators? Busting Myths About Disability Rights in the Workplace

By: Rebecca Goldberg

Business owners and Human Resources professionals frequently encounter questions about disability rights in the workplace.  This article busts some common myths about disability rights to help you keep your workplace accessible and legally compliant. Myth #1: The Americans with Disabilities Act is the only law protecting employees with medical issues. The legal landscape regarding employees […]

Are Non-Union Employees Entitled to Representation at Disciplinary Meetings?

By: Christopher R. Henderson, Esq.

Are your non-union employees entitled to representation during meetings which may lead to discipline?  Not yet, but the National Labor Relations Board (NLRB) is looking to change that dynamic.  For the union-free among us, unionized employees are entitled to, upon request, union representation in any investigatory interview that could reasonably lead to discipline of that […]