Discrimination & Harassment

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.

Please join us for our annual fall seminar on October 25, 2018 at the Hartford Marriott Downtown. This promises to be an interesting and informative program regarding recent developments in labor and employment law. Our half-day seminar will include discussions of the timely topics listed here as well as updates on recent legislation and court

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

Attention to detail makes a big difference when employers are required by law to do specific things.  The failure to meet all the requirements of a statute can result in litigation and potentially costly judgments.  One statute is particularly detailed and requires absolute attention to detail – the Fair Credit Reporting Act.  That law governs

The confirmation hearing of U.S. Supreme Court nominee Brett Kavanaugh has been a focus of the media in recent days.  A comment made by Kavanaugh, however, highlights how claims of sexual harassment are being handled within the federal court system.

As you may have heard, Kavanaugh was asked about sexual harassment allegations that had been

Almost one year ago, the #MeToo Movement took us by storm when men and women across the country began speaking out about their experiences of sexual harassment and abuse. Countless lawsuits have been filed, hundreds of stories have been told, and multiple public figures have been brought down since the #MeToo Movement’s rise on social and public media. In the midst of all of the controversy, many state legislatures and state agencies have taken affirmative steps toward minimizing sexual harassment in the workplace.
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The New York City Commission on Human Rights (the “Commission”) issued a notice seeking comments on proposed rules that will define violations and outline the scope of protections against discrimination with respect to gender identity or expression under the New York City Human Rights Law (“NYCHRL”) on July 18, 2018.  The proposed rules address a

At the same time the Legislature made medicinal marijuana legal in Connecticut, it also passed a statute that addressed the use of medicinal marijuana by employees.  That statute, § 21a-408p, provides that:

  • No employer may refuse to hire or may discharge, penalize, or threaten an employee solely on the basis of their palliative use

In its latest enforcement move to address workplace harassment, the EEOC has filed seven different lawsuits since June 11 seeking damages and an end to alleged harassment across a broad spectrum of settings.  The lawsuits are spread across many different industries–from one of the nation’s largest trucking companies, to a staffing agency, and even a

Cell phones are everywhere, and now smart phones with their apps have more functions than many computers. One of those functions is the ability to record without anyone knowing that they are being recorded. In the workplace, such actions can cause concerns as managers and supervisors frequently feel that employees are recording their conversations and