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Employers Seeking Criminal Background Information Must Update Notices

By: Rebecca Goldberg

Changes on the federal and state levels require employers to update notices to employees and applicants subject to criminal background checks or inquiries.         Employers conducting background checks must update the Summary of Fair Credit Reporting Act Rights issued to employees and applicants.  The new notice is available here.  The changes to the notice are not […]

Let the (March) Madness Begin

By: Paul A. Testa, Esq.

As the old saying goes, March comes in like a Husky.  Well, not exactly but as both the UCONN Women’s and Men’s basketball teams embark on their journeys to National Titles (hopefully), it is a good time to answer the age-old question:  Are office pools legal in Connecticut? The answer is for the most part, […]

The NLRB Continues to Push Its Legislative Agenda Through Its Administrative Functions

By: Christopher R. Henderson, Esq.

In case you missed it – President Biden in his State of the Union speech, for the second straight year, urged Congress to pass the Protecting the Right to Organize (PRO) Act. The PRO Act is largely a wish list for organized labor. President Biden in his address said, “I’m so sick and tired of […]

Large CT Employers Must Remember the Connecticut Paid Sick Leave Law

By: Rebecca Goldberg

With all the changes to the paid leave landscape surrounding the availability of paid family and medical leave in the private sector, many Connecticut employers have questions about or have overlooked their obligations under the Connecticut Paid Sick Leave Law (CPSLL).  The CPSLL went into effect in 2012, yet many employers are not clear on […]

New CT Domestic Violence Poster Required

By: Rebecca Goldberg

While you are updating your EEOC poster, be sure to add the latest poster from the Commission on Human Rights and Opportunities regarding domestic violence.  The new poster is available here. In case you missed it, Connecticut employers are now obligated to provide a reasonable leave of absence to seek attention for injuries caused by […]

CHRO Report: Employment Discrimination Claims Fall 10%

By: Christopher M. Hodgson, Esq.

The Connecticut Commission on Human Rights and Opportunities recently released its Annual Case Processing Report for the fiscal year July 1, 2021 through June 20, 2022. What can employers take away from the reported statistics? To start, fewer charges of employment discrimination were filed in the last fiscal year.   While CHRO has expanded its authority since a 2019 […]

Time to Update Workplace Posters

By: Rebecca Goldberg

The Equal Employment Opportunity Commissioner updated its workplace poster.  Effective immediately, employers should replace their “Equal Employment Opportunity is the Law” poster with the poster available at here. Employers should take this opportunity to check that they have the correct workplace postings to comply with state and federal law.  Failure to do so can result […]

Fair Employment Act Changes Take Effect On October 1

By: Paul A. Testa, Esq.

The 2022 legislative session resulted in several significant changes to Connecticut’s anti-discrimination law that will impact employers and take effect on Oct. 1, 2022.  As a reminder, the Connecticut Fair Employment Practices Act prohibits employment discrimination and harassment because of an “individual’s race, color, religious creed, age, sex, gender identity or expression, marital status, national origin, ancestry, […]

Tools For Riding Out The Inflation Storm

By: Floyd J. Dugas, Esq.

There are signs that inflation is beginning to loosen its grip on the American wallet, but costs remain a major concern for the public.  Gas prices have started to decrease, but groceries, medical care, and rent have continued to become more expensive.  What can employers do to address the situation for their employees while preserving […]

HR or the FBI? Conducting a Reasonable Workplace Investigation

By: Rebecca Goldberg

When an employee complains about alleged wrongdoing at work, the Human Resources department (or anyone tasked with the function) is called upon to investigate and resolve the matter.  Sometimes there are video recordings of the misconduct; sometimes the matter boils down to the dreaded he-said/she-said.  This article outlines a few decisions employers must make when […]