Connecticut Labor & Employment Law Journal

Representing Employers

Back in March, it looked like the State legislature was going to tackle some big issues in labor and employment. (See previous blog here) The regular session will end on June 5. What happened to all those proposals? Well, the “Time’s Up” legislation also passed the Connecticut Senate by an overwhelming margin and is headed to the House.  Among the various provisions of this bill, there would be a requirement that all workplaces with…
Last night, the State Senate approved increasing Connecticut’s minimum wage to $15 per hour by 2023 and the bill is headed to the Governor’s desk.  Under the bill, minimum wage increases to $11 per hour effective October 1, 2019 and then incrementally by one dollar per year thereafter, reaching $15 by June 1, 2023.  The Governor is expected to sign the legislation. In addition, beginning January 1, 2024, annual minimum wage increases will index to…
The U.S. Supreme Court announced it will hear three cases regarding whether Title VII, the federal law prohibiting discrimination in employment on the basis of race, color, religion, sex, or national origin, prohibits discrimination on the basis of sexual orientation and gender identity.  The result is expected to be landmark decisions settling questions in employment law that have persisted for decades. It is difficult to imagine that when Title VII was enacted in 1964, Congress…
Only a few months into the new legislative session, Connecticut’s legislators appear ready to tackle some big issues impacting Connecticut employers in 2019. Although several employment-related initiatives took effect January 1, 2019, including mandatory IRA requirements for private sector employers; expansion of certain health care benefits for women and individuals under 21; and prohibitions on salary history inquiries (see prior posts here and here), Connecticut employers did not see many significant statutory changes in…
Here we are again, another legislative year when the General Assembly appears determined to follow neighboring states Massachusetts and New York and pass legislation creating paid family medical leave in Connecticut.  The current proposal, which has already passed out of the Labor & Public Employees Committee, does far more than create paid family leave; it expands the definition of eligible employees and covered employers and greatly broadens the qualifying circumstances for leave. As an initial…
The U.S. Department of Labor recently announced a proposed rule that would change the minimum salary threshold for exemption for the so-called “white collar” exemptions – the administrative, executive, and professional exemptions. The federal Fair Labor Standards Act (“FLSA”) requires that employees receive minimum wage and overtime (calculated at one-and-a-half times the regular rate of pay for hours over 40) unless they are “exempt” from one or both requirements. The most popular exemptions are the…
Connecticut employers with employees who work or even who simply reside in Massachusetts must abide by Massachusetts’ onerous new non-compete law.  Under the new law, a provision in a non-compete providing for the application of another state’s (such as Connecticut’s) law is not enforceable if the employee is, and has been, a resident of or employed in Massachusetts for at least 30 days before his or her employment ceases.  The law applies to non-compete agreements entered into…
If employers haven’t done so already, it’s time to revise job applications and interview questions to eliminate inquiries about past pay history for job applicants.  As discussed in a previous post (here), in May 2018, Connecticut became one of a growing number of states to enact legislation aimed at addressing the pay inequality issue by prohibiting employers from inquiring about a prospective employee’s wage and salary history. Although Connecticut had previously enacted pay…
Last week the CHRO released its case data for FY 2018.  Overall, the numbers do not dramatically differ from FY 2017.  However, perhaps not surprisingly given the media coverage of the viral #MeToo movement beginning in October 2017, some notable increases emerged. The increase in the overall number of complaints filed in FY 2018 rose slightly from FY 2017 (up from 2376 to 2484).  While not alarming, in the past we have seen the number…
The flu cost U.S. employers an estimated $21 billion in lost productivity last year.  The 2018-2019 flu season is just beginning.  What should employers do to avoid crippling productivity? One option is requiring each employee to be vaccinated each year against influenza.  This option is very effective at limiting the impact of flu in the workplace, but it can also lead to friction with employees who choose not to be vaccinated.  Employers are generally permitted…