The end of Connecticut’s legislative session always generates an influx of newly passed bills that affect employers. One such bill that was signed into law by Governor Lamont is Public Act 21-30, “An Act Concerning the Disclosure of Salary Range
Carmody Torrance Sandak & Hennessey LLP
Carmody Torrance Sandak & Hennessey LLP is a Connecticut-based law firm serving a wide range of businesses, utilities, governmental entities and individuals. With more than 75 attorneys and offices in New Haven, Stamford, Waterbury, Litchfield and Southbury, we practice in nearly thirty specific areas of law, with each lawyer skilled in multiple related areas of practice. Our approach to each client’s issues, however, remains the same. We initiate each matter by crafting a strategic plan in concert with our client so that expectations are clear, client needs are anticipated and the legal process is efficient. In short, we offer clients creative thinking that leads to innovative and solution-oriented results.
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https://www.carmodylaw.com/
Latest from Carmody Torrance Sandak & Hennessey LLP - Page 4
New IRS Guidance on the COBRA Subsidy: Questions Answered
The IRS recently issued FAQs regarding the temporary, 100% COBRA subsidy created by the American Rescue Plan Act of 2021 (“Rescue Plan Act”). This subsidy is available to “Assistance Eligible Individuals” for COBRA continuation coverage during the period April 1,…
Add Neutral Evaluation to Your ADR Toolbox
Click here to read this interesting article to help you decide if Neutral Evaluation should part of your ADR strategy.
Incentives for COVID-19 Vaccines and Extra Time for FSAs
As the economy and public health situation gradually move to a more hopeful phase in Connecticut, employers and HR administrators will benefit from staying on top of current legal developments and trends in employee benefits. Let’s discuss two timely topics…
CT Expands Anti-Discrimination Laws to Prohibit Discrimination Based on Natural Hair
Gov. Ned Lamont has signed into law House Bill 6515, entitled “An Act Creating a Respectful and Open World for Natural Hair”, commonly known as the “CROWN Act”, which makes it illegal to discriminate based on a person’s hair texture…
Connecticut Extends Sexual Harassment Training For A Third Time and President Biden Nominates A New NLRB General Counsel
Connecticut’s Sexual Harassment Training Deadline Extended to April 19, 2021
The CHRO has announced a third extension of the deadline to provide sexual harassment training for all employees, including supervisors and non-supervisors. In November 2020, the CHRO had announced that…
Consolidated Appropriations Act of 2021-Retirement Plan Provisions
Partial Plan Termination Relief
Many employers may be facing what the IRS guidance refers to as a partial plan termination. Generally, this occurs when the number of employees participating in a qualified retirement plan, such as a 401(k) plan, decreases…
A Different Kind of “Mask Mandate”: Civil Rights Law Does Not Protect Employees Disciplined for Wearing “Black Lives Matter” Masks at Work
Earlier this month, a Massachusetts federal court dismissed discrimination and retaliation claims against Whole Foods Market and its parent company Amazon alleging that Whole Foods workers faced discipline and retaliation, including docked pay, cut hours, and even termination, for wearing…
Beware the Ides— March 15 Deadline Approaches for Payment of Short-Term Deferred Compensation
HR administrators, employers, employees, and even independent consultants are all well-advised to remember the approaching March 15th deadline for the distribution of annual bonuses and many other forms of compensation that were earned in 2020.
Ever-lurking tax traps wreaked on…
COVID-19 Vaccines Go to Work
We have been getting questions about the extent to which employers may encourage their employees to obtain COVID-19 vaccines when they become eligible. There are a couple of thorny legal issues that may arise when employers offer incentives in connection…