The Connecticut House has taken up Raised Bill No. 6933 which would require employers (including public sector employers) to begin posting employee schedules at least 21 days in advance. Employers will also be required to provide advance notice of at least 21 days if...
To Terminate or Not to Terminate: That is the Question
If you work or operate a business long enough, it is inevitable that the decision to terminate will be made at some point. This decision, while not an easy one to make, is compounded by issues that can arise immediately after when the terminated employee believes...
After-Acquired Evidence Permitted to Prove Non-Discriminatory Basis for Termination
Most of the time, when an employer terminates an employee, and that employee sues, a court will not let an employer introduce evidence uncovered after the decision to terminate. However an exception has been added due to a recent decision by the Second Circuit Court...
Pending Legislation Would Extend Whistleblower Protections for Employees
State representatives out of the 95th and 93rd districts have proposed Senate Bill No. 263 which would extend the whistleblower protections afforded to employees who report violations of law and other abuses. Under the current law, Connecticut General Statutes §...
Connecticut Employment Laws You Didn’t Know Existed – Virtually Every Employer Engages in Electronic Monitoring, But Did You Notify Your Employees?
This is Part 6 in a 6-part series on Connecticut Employment Laws You Didn’t Know Existed. Connecticut’s electronic monitoring law requires public and private employers to give prior notice to employees if their activities will be electronically monitored. Electronic...