Connecticut Governor, Ned Lamont recently issued a new Executive Order (EO 13G) that requires certain employees be vaccinated for COVID-19 by September 27, 2021. The mandate applies to: current and future state employees, state hospital employees, public and non-public pre-K
Carmody @ Work
Updates for Employers on Important Workplace Issues
Carmody @ Work, published by Carmody Torrance Sandak & Hennessey LLP, focuses on labor and employment law topics relevant to employers and employees. The blog covers legislative updates such as changes to employment laws, workplace discrimination protections, and wage and hour regulations. It also addresses practical issues like internship compensation, employee benefits including health savings accounts, and emerging trends such as the use of cryptocurrency in employee compensation and retirement plans. The blog provides analysis of regulatory guidance from federal and state agencies, helping employers navigate compliance and policy development in areas like workplace leave, prevailing wage laws, and fiduciary duties under ERISA.
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Employer Guidance on Biden’s “Path Out of the Pandemic”
On September 9, 2021, President Biden announced a series of proposals to combat the uptick in the COVID-19 pandemic more aggressively. The Plan outlines six main components, some of which will impose new requirements on employers. Included is a plan…
COBRA Administrators Must Prepare and Send Final Rescue Plan Act Subsidy Notices by September 15th
Plan administrators have until September 15, 2021 to distribute notices of the approaching end of the COBRA subsidy period under the American Rescue Plan Act (“Rescue Plan Act”), which by law expires after September 30, 2021.
As we previously discussed…
New OSHA and DOJ Guidance Permit Mandatory Workplace Vaccination Policies
As the Delta variant has caused another wave of COVID cases and hospitalizations, employers are again asking whether they can mandate that their employees become vaccinated against COVID-19 and what other steps should be taken to protect those who are…
While “Employment is “At-Will,” Employers Must Have a Valid, Lawful Reason for Taking Action
By Nick Zaino
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…
Paid FMLA Becomes Effective In Less Than Five Months!
Employees will be eligible to take paid family and medical leave starting January 1, 2022. Join our Labor & Employment partners as they roll up their sleeves and discuss what employers must do to prepare.
Carmody is offering two complimentary,…
Is Sexual Harassment Prevention Training Transferable?
By Romania Morley & Nick Zaino
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…
New Employment Laws in Connecticut
By Nick Zaino & Romania Morley
On July 1, 2021, nearly 100 new laws took effect in Connecticut. Below is a summary of some key new laws that will affect employers and the workplace.
Minimum Wage Increase—Effective August 1, 2021, Connecticut’s minimum wage increased from $12…
CDC Announces Revised Guidelines for Fully Vaccinated Individuals
By Nick Zaino & Romania Morley
As a result of a spike in COVID-19 cases due to the Delta variant, the CDC now recommends that everyone, including individuals who are fully vaccinated, wear face coverings when indoors in places of substantial or high community transmission.…
Playing Away from the Fringes: Understanding Indirect Employee Compensation
The subject of taxation of employee benefits made rare headlines earlier this month when a New York grand jury indicted the Trump Organization and its chief financial officer, Allen Weisselberg, for tax crimes relating to unreported fringe benefits. The indictment…