The Connecticut Commission on Human Rights and Opportunities just released their annual statistics. For employers, understanding the trend lines represents an opportunity to focus on areas of compliance. You can download the statistics here.
Here are three key takeaways:
The United States Supreme Court ruled unanimously Tuesday that the Age Discrimination in Employment Act (“ADEA”) applies to small state and local government employers. In doing so, it shot down arguments made by one Arizona fire district that the law applies only to public entities of 20 or more employees. The law defines employers as
Payroll is an important function for both employers and employees alike, and unfortunately, mistakes can happen during the payroll process. When an employee is underpaid, they often are quick to bring it to the employer’s attention. In our experience, though, when the mistake is in the employee’s favor, it often goes unfixed until the employer
A recent Occupational Safety and Health Administration (“OSHA”) memorandum may help employers in finding ways to reduce workplace injuries, workers’ compensation claims, and lost time due to injuries. As outlined in the memorandum, employers will be able to carefully develop and implement safety incentive programs that reward employees for not having any reportable injuries in
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Employment Law Letter is published quarterly as a service to clients and friends by the firm’s Labor and Employment Practice Group.
Included in this issue:
Presumably in response to some well-publicized reports of public employees fired for official misconduct and walking away with generous pension benefits, the Connecticut Legislature passed a decade ago a statute authorizing pension reduction or revocation in such circumstances. Although the law has been utilized in a few situations since then, two recent cases demonstrate that
Does the Age Discrimination in Employment Act (the “ADEA”) apply to all public employers regardless of how many employees they have, or does it only apply to public employers with at least 20 employees? This is the question that was argued at the Supreme Court on October 1, 2018 in Mount Lemmon Fire District v.
For the first time, a court in Connecticut has found an employer liable for discriminating against a medical marijuana user. The decision by a federal judge in Noffsinger v. SSC Niantic Operating Company, LLC helps to clear the haze surrounding Connecticut’s Palliative Use of Marijuana Act (“PUMA”). As a refresher, PUMA prohibits employers from refusing