Join Shipman & Goodwin labor and employment attorneys Peter Murphy and Greg Jones for this complimentary CLE webinar reviewing effective legal strategies for dealing with difficult employees and the importance of a meaningful approach with regard to employee discipline. Presenters will discuss real life scenarios to aid legal counsel, human resource professionals and supervisory personnel
Don’t wait until it’s too late. There are steps you can take now to protect you and your business from costly litigation. This program will provide training and education on sexual harassment awareness and prevention for all supervisory personnel as required by Connecticut law.
Registration fee is $50 per person, and each attendee will be
Medical marijuana is once more in the news after a man was denied a position as a firefighter in Bridgeport allegedly due to his status as a medical marijuana user. The plaintiff in Bulerin v. Bridgeport, Superior Court, Judicial District of Bridgeport, Docket No. FBT-CV-19-6083042-S, alleges that the City violated Connecticut’s Palliative use of
Spring is just around the corner. For some, that means spring cleaning.
For employers, there is always something to clean up, it seems. But one law that is sometimes overlooked by Connecticut employers is Conn. Gen. Stat. 31-71f.
This law requires that every employer, at the time of hiring, tell employees:
On March 6, 2019, Shipman & Goodwin attorney Dan Schwartz presented to the next group of startups chosen to participate in the Accelerator for Biosciences in Connecticut, or ABCT. ABCT is a Branford-based program spearheaded by Design Technologies LLC, which supports Connecticut’s aim of being a bioscience hub.
It’s an exciting time for new businesses
When Chastity Jones, a black woman from Alabama, lost a job offer because she refused to cut her natural locs, she turned to the federal courts. The company told Ms. Jones that her natural hairstyle violated the company’s grooming policy because locs “tend to get messy.” In response, Jones sought the assistance of the Equal Employment Opportunity Commission (the “EEOC”) which brought a Title VII claim against the company
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Last year, the United States Supreme Court issued its decision in Janus v. AFSCME, resulting in numerous implications for public sector employers (you can read our guidance on the topic here). Now, several months later, we are taking a fresh look at how Janus continues to impact public employers and their relationships with
Back last fall, we anticipated that this legislative session would be a busy one and so far, the number of bills being considered by the Connecticut General Assembly for employers is substantial. One of the bills that is receiving a fair amount of attention is one limiting employer use of so-called “captive audiences.”
On April 1, 2019, the Department of Homeland Security’s (DHS) new rule for the lottery process for H-lB cap-subject petitions will become final. The significant changes are as follows:
For years now, the Connecticut Department of Revenue Services (DRS), the Connecticut Department of Labor (DOL) and the Internal Revenue Service (IRS) have been targeting Connecticut employers for worker misclassification audits. When a misclassification is discovered, these government entities can share information about employers who have misclassified employees as independent contractors. Thus, when one of these government entities finds a misclassification during an audit, audits from the other governmental entities are likely to arise.
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