The Connecticut Legislature’s “short session” ended on May 4, 2022. While many bills were proposed that would have significantly impacted the workplace, only a handful have been signed into law. Below is a summary of some key new laws, and some bills that did not pass but could be resurrected next year.
Expansion of the
It’s that time of year when many organizations arrange to hire summer interns. Internships are mutually beneficial in that they provide organizations an opportunity to get extra help during the summer, and they provide individuals an excellent opportunity to gain experience or skills in a particular field or industry. In many cases, individuals are eager
The 2022 legislative session is in full swing with a slate of bills that have been advanced in the Labor Committee. Some of these bills are ones that have been proposed in the past, while others are new proposals. These bills have the potential to impact your workplace and, therefore, it is important to speak
Many employers require their employees to sign an arbitration agreement whereby the employee agrees to arbitrate any employment claim instead of pursuing litigation. Employers may want to reconsider their approach after a new federal law was recently passed limiting the enforceability of such agreements for certain claims.
The federal “Ending Forced Arbitration of Sexual Assault
There is no doubt that the ongoing pandemic has significantly changed the workplace. An increasing number of employees are working remotely, and there has been a high level of turnover in connection with the “Great Resignation”. We also have seen the federal government, many states—including Connecticut—and cities pass employment laws that provide
The “Great Resignation” reached a peak in November 2021 as the United States Bureau of Labor Statistics (BLS) reported that a record-breaking 4.5 million workers voluntarily resigned from their employment. This represented an increase of almost 9% from October 2021 and was the largest number of resignations in more than 20 years.
In what Industries
The Occupational Safety and Health Administration (OSHA) recently issued new COVID-19 rules for most employers in the private sector with 100 or more employees. The OSHA Emergency Temporary Standard (ETS) on Vaccination and Testing became effective on November 5, 2021. However, just one day after on November 6, the Fifth Circuit Court of Appeals issued
As some new laws became effective in 2021 and others take effect in 2022, it’s time for employers to update their employee handbooks. This article summarizes some developments that may require new policies or revisions to existing ones.
FMLA Policy: On January 1, 2022, Connecticut’s FMLA will be expanded to cover nearly all employers. The
In 49 out of 50 states (Montana being the exception) the default status of employment arrangements between employers and employees is “at will.” This ostensibly means what it sounds like it means—i.e., employees can quit whenever and for whatever reason they choose, and employers can fire an employee for any reason so long as it’s
Connecticut recently amended the sexual harassment training requirements to allow certain training to be “transferable” for a limited period. Beginning October 1, 2021, employees who completed training at the state Commission on Human Rights and Opportunities, either in person or online, can transfer their compliance certificate to their new employer if they completed it