In April of last year, the Supreme Court held that employees alleging discrimination under Title VII only need to show “some harm” to the terms and conditions of their employment in order to prove that they suffered an adverse employment action, unanimously rejecting the heightened “significant harm” standard followed previously by many lower courts. The
Late Breaking News – Jan. 22, 2025: Shortly after we sent this alert out, it was announced that acting U.S. Department of Homeland Security Secretary Benjamine Huffman has issued a directive that rescinds the Biden Administration’s guidelines for DHS enforcement actions in or near “protected” or “sensitive” areas.
With the new presidential administration’s hard stance
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
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
Over the past few weeks, Governor Lamont signed several bills that will impact public and private employers in several ways. While there are other bills that will take effect in October 2022, and subsequently in 2023, we have summarized below the bills that have effective dates July 1, 2022 and earlier.
Senate Bill 163 becomes
With Governor Lamont’s change to the vaccine distribution program to an age-based rollout starting March 1, 2021, all employers (not simply those “essential” workplaces) must now consider whether to require, or even to encourage, their employees to get the vaccine.
At our webinar earlier this month (which is still available for on-demand viewing here),
Late Friday, April 17, 2020, the Department of Economic and Community Development issued updated Safe Workplace Rules for Essential Employers and updated Essential Safe Store Rules, requiring masks or cloth face-coverings be worn by customers and employees effective immediately.
The new rules expand the requirement of masks in the workplace. Previously, the rules
Employment Law attorney Daniel Schwartz will help break down the current status of the rules for employers in Connecticut with an eye towards the future as well during SHRM Western CT’s “The Ever Changing Rules on Medical Marijuana” event. Issues regarding hiring, discipline, termination, and drug testing will all be covered.
For more information or
