A new season of the popular Shipman & Goodwin Podcast, “From Lawyer to Employer” has just dropped and the first episode is right on time to discuss Connecticut’s new Paid Sick Leave law.
On the first episode of the podcast, available on Spotify, Apple Podcasts and wherever you listen to your favorite shows, host and
Last Friday, a federal judge in Texas ruled that the U.S. Department of Labor (“DOL”) exceeded its authority when it issued a final regulation significantly raising salary thresholds for the executive, administrative, and professional exemption, and it vacated the regulation nationwide. That means employers will no longer be required to ensure their white-collar salaried employees
A federal court in Texas yesterday issued a permanent nationwide injunction barring the Federal Trade Commission’s Non-Compete Agreement Ban from going into effect. As a practical matter, and barring an unlikely reversal from the 5th Circuit, this means the proposed nationwide ban on non-compete agreements is virtually dead for now, though employers will still need
Today, the DOL’s Final Rule expanding overtime protection in the form of salary threshold increases for FLSA exempt workers takes effect for most employers across the country. There has been some uncertainty over the past month with three cases pending in Texas federal court challenging the legality of the rule. On Friday, June 28, 2024
On Tuesday afternoon, the Federal Trade Commission issued a final rule largely banning non-compete agreements for employees. The rule is intended to go into effect in around four months but will likely be the subject of multiple legal challenges.
The rule is short in its nature.
It defines
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
Connecticut’s 2023 General Assembly concluded last week. But for the first time in many years, many of the major pieces of legislation in the labor and employment area did not pass. In fact, the legislative session will ultimately be thought of for the bills that died on the floor, rather than for the bills that passed.
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Just like you can’t spell awesome without “me,” you can’t take Family and Medical Leave Act leave without some conditions. Employers and employees alike should know all too well that one of those conditions is that the FMLA leave should be
For employers considering layoffs—as several in the tech sector have announced recently—there are multiple factors to consider to reduce exposure to lawsuits.
For example, employers may wish to examine whether the proposed layoff will have a disparate impact on a protected group.
But employers can also reduce their exposure to lawsuits by providing severance agreements
Recently the Connecticut Department of Labor (“DOL”) issued new regulations under the Connecticut Family and Medical Leave Act (“CTFMLA”). As detailed below, the new regulations explain the expanded coverage of the revised CTFMLA to a larger number of Connecticut employers and provide broadened benefits to covered employees. While some of the changes merely mirror the