In its 2019 session, the General Assembly passed a number of new laws affecting employers. Except as otherwise noted, the changes are effective October 1, 2019. The following material summarizes these new laws, but the specific provisions should be reviewed in the context of specific situations. These new statutes are available online through the General
Please join Shipman & Goodwin attorneys Bill Roberts and Alfredo Fernández for this complimentary CLE webinar which will discuss the unique threats presented by personnel with legitimate access to controlled company information and how to proactively mitigate risks of data misuse. Topics to include:
Last Friday, the National Labor Relations Board (“the Board”) held that the University of Pittsburgh Medical Center did not violate the National Labor Relations Act (“the Act”) when it kicked union organizers out of its cafeteria who had been grabbing lunch and talking union business with a few workers. In doing so, the Board overturned
In its 2019 session, the Connecticut General Assembly passed a number of new laws affecting employers, many of which will become effective October 1, 2019. To assist employers in navigating the legislative changes, we invite you to join labor and employment law attorneys Henry Zaccardi and Ashley Marshall for this complimentary CLE webinar summarizing
Over the last week, the General Assembly passed two bills (Senate Bill 3 and 1111) that, when taken together, provide a series of reforms that will impact every Connecticut employer in one way or another. These bills are expected to be signed by Governor Lamont shortly and thus, these requirements will likely go into effect
On May 28, 2019, the New York City Council held a public hearing regarding proposed amendments to New York City’s Earned Safe and Sick Time Act (“ESSTA”) which would require employers to provide eligible employees with “personal time.” The bill also would provide more protections for employees, including protections against retaliation and the addition of monetary penalties for employer violations.
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Join Shipman & Goodwin employment attorneys Zach Hummel and Keegan Drenosky for this complimentary CLE webinar outlining the steps employers should take to conduct legally sound workplace investigations arising from complaints involving discrimination, harassment, sexual misconduct, bullying, violence, whistleblowing, retaliation, fraud and other activities. The value of an effective workplace investigation can’t be overstated. A
Join Shipman & Goodwin employment attorneys Zach Hummel and Keegan Drenosky for this complimentary CLE webinar outlining the steps employers should take to conduct legally sound workplace investigations arising from complaints involving discrimination, harassment, sexual misconduct, bullying, violence, whistleblowing, retaliation, fraud and other activities. The value of an effective workplace investigation can’t be overstated. A
The Connecticut Appellate Court ruled this week that an employee’s request for extended intermittent leave is not a “reasonable” accommodation under the state’s anti-discrimination laws. You can download Barbabosa v. Board of Education here.
The decision provides some much needed guidance to an area that has been increasingly litigated — namely whether a medical leave, above and beyond FMLA leave, is required as a reasonable accommodation.
The background on the case is fairly straightforward and might be familiar to some who have dealt with employees.
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The Conflict between U.S. and Foreign Marijuana Legalization Laws and U.S. Federal Drug and Immigration Laws
The use of legalized marijuana for medicinal purposes is legal in 33 U.S. states and the District of Columbia, and the recreational use of marijuana is legal in 10 U.S. states and the District of Columbia. Other U.S. states are currently considering the enactment of similar legalization of marijuana laws. Numerous foreign countries, such as Canada where the Cannabis Act came into effect on October 17, 2018, also have decriminalized marijuana use.
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