Photo of Jarad M. Lucan

Jarad is chair of Shipman's Employment and Labor Practice Group, where he practices on behalf of both public and private sector clients.  Jarad has successfully represented employers in grievance arbitration matters, prohibited practice proceedings before the State Board of Labor Relations, and unfair labor practice proceedings before the National Labor Relations Board.  He has also represented employers in cases involving claims of discrimination and retaliation before the Commission on Human Rights and Opportunities, the Equal Employment Opportunity Commission and State and Federal Courts.

Effective October 1, 2025, access to the Connecticut Family Medical Leave Act (“CT FMLA”) and Connecticut Paid Family Medical Leave Insurance (“CT Paid Leave”) will be expanded to include all non-certified school employees at both public schools and nonpublic elementary and secondary schools in Connecticut.

Under current law, CT FMLA and CT Paid Leave coverage

On June 4, 2025, embedded in an omnibus bonding bill, the Connecticut General Assembly amended the Connecticut Paid Sick Leave Act as it applies to certain employees of municipalities and boards of education.  While the proposed text has passed both the Senate and the House, it will not go into effect until the Governor

On Tuesday, December 10, 2024, the National Labor Relations Board (“the Board”) limited an employer’s right to make unilateral changes in the workplace, restoring one of “the oldest and most familiar doctrines” in labor law: the clear and unmistakable waiver standard. 

An employer makes a unilateral change when it modifies certain conditions of employment (mandatory

On Monday, February 5, 2024, the Region 1 Regional Director of the National Labor Relations Board (“NLRB”) issued a Decision and Direction of Election that permits the Dartmouth College men’s basketball team to proceed forward with a union election. 

The National Labor Relations Act (“NLRA”) grants expansive rights to employees of most private sector

On January 9, 2024, the U.S. Department of Labor (“DOL”) issued a final rule (“Final Rule”) defining the term independent contractor under the Fair Labor Standards Act (“FLSA”), rescinding the previous definition of independent contractor outlined in 2021 (“2021 Rule”). The Final Rule establishes a six-factor test based on the economic reality of the worker

On August 2, 2023, the National Labor Relations Board (“NLRB”) issued a 3-2 decision, Stericycle, Inc., that adopted a new legal standard for evaluating employers’ workplace policies and rules. Under the new standard, an employer’s workplace policy may violate employees’ rights under the National Labor Relations Act (“NLRA”) if its policies have a “reasonable

As the cannabis industry grows both locally and nationally, labor organizers have increasingly targeted the field for unionization. While Connecticut is one of the earlier states to legalize cannabis, Connecticut only recently joined the ranks of states with unionized cannabis workers. As a result, Connecticut-based cannabis companies arguably enjoy some benefit from having the opportunity

Last week, amid much anticipation, the EEOC released a new technical assistance document for employers, providing guidance on the use of artificial intelligence (AI), while ensuring compliance with Title VII. Entitled “Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of

Businesses entering the provisional license stage in Connecticut’s nascent adult-use cannabis market are beginning to grapple with labor and employment issues.  In addition to hiring a workforce, prospective cannabis businesses must also consider the role of organized labor.  The Responsible and Equitable Regulation of Adult-Use Cannabis Act (the “Cannabis Act”) contains specific requirements for cannabis businesses pertaining