On May 19, 2026, the Massachusetts Supreme Judicial Court unanimously held in Sabatini v. Knouse, SJC-13781, that individuals in academic settings can be held personally liable for sexual harassment under M.G. L. c. 214, § 1C. Until this decision, professors and advisors accused of sexual harassment could argue that the statute permitted suits only
If your organization uses AI or automated tools to screen, rank, or evaluate job applicants, recent developments from the Northern District of California and the Connecticut legislature deserve your attention. Out of California, Mobley v. Workday, Inc, No. 23-CV-00770-RFL, is now in its third year of litigation and continues to produce significant rulings, grappling with
On April 22, 2026, the U.S. Department of Labor released a proposed rule that could reshape how joint employment is determined under federal wage and hour law – and beyond. The proposed rule, titled “Joint Employer Status Under the Fair Labor Standards Act, Family and Medical Leave Act, and Migrant and Seasonal Agricultural Worker Protection
Late Friday, the General Assembly gave final approval SB 5, now rebranded as the Connecticut Artificial Intelligence Responsibility and Transparency Act. It is a wide-ranging “online safety” and artificial intelligence (AI) bill with several provisions that directly affect hiring and employers. Governor Lamont has confirmed he plans to sign it. The bill includes staggered
As the 2026 legislative session comes to a close, the Connecticut General Assembly has passed a sweeping bill impacting many aspects of the employer-employee relationship for private and public sectors alike. From wage transparency and training repayment agreements to lactation accommodations, an “Act Concerning Workforce Development and Working Conditions in Connecticut” –
When a workplace issue arises, one of the first questions is who should handle the investigation – and whether it’s time to bring in outside counsel. In this episode of From Lawyer to Employer, Shipman partners Dan Schwartz and Sarah Westby walk through the key considerations, from independence and scope to privilege and deliverables
With the General Assembly set to adjourn on May 6, 2026, several high‑impact workplace proposals remain in play that could reshape compliance programs and day‑to‑day operations for Connecticut employers.
Many of these measures recycle past efforts, expand private litigation risk, and layer on new reporting and pay mandates. These challenges hit small and mid‑sized employers
A recent decision from the Connecticut Appellate Court provides employers with important guidance on disability discrimination claims under the Connecticut Fair Employment Practices Act (CFEPA). In Stuart Hanke v. Electric Boat Corporation, the court affirmed summary judgment for the employer, holding that an employee who applies for short-term and/or long-term disability benefits has not
The Massachusetts Paid Family and Medical Leave law (“PFML”) has been a source of both confusion and compliance headaches for employers. While the law provides critical protections for employees who need time away from work for qualifying medical and family reasons, employers frequently stumble when trying to comply with the law. Below, we examine the
If you manage employees across multiple states — or even just here in Connecticut — you already know that noncompete law is anything but simple. With all fifty states and Washington, D.C. regulating noncompetes in some form, compliance has become a logistical challenge, particularly for multi-state employers. Some states ban them outright. Others limit them