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Sarah is Co-Chair of Shipman’s Cannabis Team and a member of our Employment and Labor Practice Group. She counsels clients on a wide variety of employment matters, including discrimination, medical leave, sexual harassment, compensation, termination, severance, vaccination and COVID-19 protocols, and workplace safety. Sarah advises on formation and management of a cannabis business, interpretation of state and federal cannabis laws, social equity qualifications and partnerships, business-related disputes, employment matters and contracts.

On August 5, 2022, the third edition of the Department of Consumer Protection’s (DCP) policies and procedures concerning the regulation of adult-use cannabis became effective. The regulations are extensive and cover everything from security procedures, to testing, to transportation.  We have summarized some of the key features of the regulations that cannabis businesses need to

A friendly reminder to employers that provisions of Connecticut’s adult-use cannabis statute concerning the use of cannabis in the workplace go into effect on July 1, 2022.  We published a detailed article about what the cannabis statute means for employers last year.  With the effective date of those provisions quickly approaching, now is the perfect

On June 2, 2022, the Second Circuit held that individuals could sue their employers for gender discrimination under Title IX, resolving a prior split of authority among the lower courts.  The lawsuit was brought against Cornell University by a male faculty member claiming that Cornell discriminated against him in violation of Title IX, Title VI,

We invite you to join us as we discuss the provisions of Connecticut’s new adult-use cannabis law relevant to employers, including: what is allowed, what employers can prohibit, when can employers test for marijuana, and what disciplinary action employers can take against employees. Speakers will identify difficult situations employers may confront with the legalization of

Over the past year, we have all experienced many employment law changes related to COVID-19 and vaccines, workplace accommodations, FMLA, recreational marijuana, legislative updates and more. We invite you to tune in as we recap the hottest workplace topics of 2021 and provide a 2022 roadmap for what employers can expect in the coming year.

While many employers have been focused on pandemic-related issues this past year, there are important new Connecticut employment laws that become effective on October 1, 2021. Employers should review and, where necessary, update their existing policies and practices and train staff on these new laws.

For your convenience, we have summarized some of the laws

Sarah Westby will be a panelist during the Greater New Haven Chamber of Commerce webinar, “COVID-19 Information & Protocols.”

A panel of professionals will share the latest information on Connecticut state guidelines, mask policies, vaccine information and mobile access, and other related updates and news to help your business prepare for the coming weeks. For

Effective today, recreational marijuana is legal for personal use in Connecticut. Your employees might think that this means they have free reign to use marijuana in the workplace.  They would be wrong.  In fact, the new law provides employers with significant authority to prohibit marijuana use in the workplace and punish marijuana use outside of

Today the EEOC published updated guidance to address questions it has received from employers about vaccines in the workplace.  The guidance represents the first substantive update to the rules from the EEOC regarding the pandemic since December 2020.

Specifically, the new guidance states that employers may:

  • Require all employees physically entering the workplace to