This week the United States Supreme Court held that highly compensated employees are not exempt from overtime requirements unless they are paid on a salary basis. In other words, employers cannot avoid paying overtime to employees simply because they earn a high hourly or daily rate. Rather, employers must provide employees with a reliable, predetermined compensation regardless
Wage & Hour
FTC Proposes Complete Ban on Non-Compete Agreements Between Employers and Employees
In a move with profound implications for workplaces, the Federal Trade Commission (“FTC”) on Thursday, January 5, 2023, issued a sweeping proposal that would ban all non-compete agreements between employers and employees. While the timing was a bit of a surprise, the move had been telegraphed since mid-2020 when President Biden issued an executive order…
Webinar: Remote Work is Here to Stay – What is Your Duty to Accommodate?
As remote work continues to become more common, more employment law issues have arisen. In this informational session, we will spotlight some of the issues employers should consider in staffing a remote workforce.
WHEN: Thursday, October 21, 2021 | 12:00 PM – 1:00 PM EDT
- Immigration Implications of remote working
CTDOL Issues New Guidance on Wage Range Law
As we have noted previously, the State’s new “wage range” notice law becomes effective October 1, 2021. In advance of that effective date, the Connecticut Department of Labor recently issued non-binding “guidance” on the law.
The new guidance tracks State law in many facets and thus much of it is fairly straightforward. However, a few…
New Laws for Employers Go into Effect October 1, 2021
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…
New “Wage Range” Law Takes Effect October 1, 2021
Connecticut has a host of new employment laws that take effect October 1, 2021. However, one new law will add a significant layer of complexity for employers, particularly in the hiring process.
Under Connecticut’s new law, employers are prohibited from failing or refusing to provide a job applicant with the “wage range” of the position…
Connecticut Legislative Update: Two New Employment Laws Impacting Public and Private Employers
Over the last week, Governor Lamont signed two bills, House Bill 6380 (Public Act 21-30) and House Bill 5158 (Public Act 21-27), that will impact public and private employers beginning October 1, 2021 in significant (and yet entirely different) ways.
House Bill 6380 adds another layer of complexity for employers engaged in hiring and also…
What Happens to Paid COVID-19 Leave in the New Year?
On December 27, 2020, after months of negotiations, Congress passed and the President signed The Coronavirus Response and Relief Supplemental Applications Act, a 5,593-page appropriations bill which provides several forms of stimulus related to COVID-19. Many employers are wondering what effect the new law has on the paid leave provisions of the Families First Coronavirus…
New Coronavirus Relief Bill Replenishes SBA’s Paycheck Protection Program
On April 24, 2020, the Paycheck Protection Program and Healthcare Enhancement Act (the “Enhancement Act”) was signed into law. The Enhancement Act increases the amount of funds appropriated under the Coronavirus Aid, Relief, and Economic Security Act (the CARES Act) by providing an additional $310 billion for the Paycheck Protection Program (PPP), $50 billion for…
The USDOL Clarifies When An Employer Can Require An Employee To Use Accrued Paid Leave Under the FFCRA
As most employers know by now, the Families First Coronavirus Response Act (“FFCRA”) has two main components: the Emergency Paid Sick Leave Act (“EPSLA”) and the Emergency Family and Medical Leave Expansion Act (“EFMLEA” or “FMLA+”). The United States Department of Labor (“USDOL”) has recently provided additional guidance on how an employer’s leave policies interact…