The novel coronavirus has reached Connecticut. Employers are facing decisions many have never faced before, such as implementing widespread telecommuting measures or even temporarily shutting down business. There are countless employment law questions that arise from this fluid public health emergency. Here are a few issues to keep in mind as you decide how to […]
Starting May 1, 2020, all employers will be required to use a new I-9 Form, the form used to verify an employee’s eligibility to work in the United States. You must use the form with edition date 10/21/2019. The date appears in the lower left-hand corner of the form. Employers may switch to the new form immediately, […]
In a rare bi-partisan move, just before the Christmas break Congress passed a spending bill for 2020 that included a repeal of the so-called Cadillac tax. The tax, which was an excise tax on costly health plans, was due to go into effect on January 1, 2022, after a number of delays as to its […]
Back in March 2019, we advised that the U.S. Department of Labor announced a proposed rule that would change the minimum salary threshold for the so-called “white collar exemptions.” On September 24, 2019, the U.S. Department of Labor issued its long awaited final rule on overtime. The final rule revises the earnings thresholds used to exempt executive, […]
Municipal and Board of Education employers may have recently received an email from the State Comptroller reminding them that the deadline to comply with new legislation requiring submission of certain information regarding employee health plans to the State is fast approaching. Pursuant to Section 352 of the Budget Implementer (Public Act 19-117), not later than […]
Late Friday, Connecticut joined neighboring states New York, New Jersey and Rhode Island and became the latest state to pass a paid leave bill. Governor Lamont has signaled he will sign the measure when it reaches his desk. The bill makes sweeping changes to current Connecticut FMLA laws, although the benefits would not become available […]
