Employment Law Letter

Your source for timely updates in Labor and Employment Law

Medical marijuana is once more in the news after a man was denied a position as a firefighter in Bridgeport allegedly due to his status as a medical marijuana user. The plaintiff in Bulerin v. Bridgeport, Superior Court, Judicial District of Bridgeport, Docket No. FBT-CV-19-6083042-S, alleges that the City violated Connecticut’s Palliative use of Marijuana Act (“PUMA”), Conn. Gen. Stat. § 21a-408 et seq., when it rejected the plaintiff’s application for employment after he tested…
Spring is just around the corner. For some, that means spring cleaning. For employers, there is always something to clean up, it seems.  But one law that is sometimes overlooked by Connecticut employers is Conn. Gen. Stat. 31-71f. This law requires that every employer, at the time of hiring, tell employees: What his or her rate of pay will be; What hours the employee will be expected to work; and, How often the employee…
On March 6, 2019, Shipman & Goodwin attorney Dan Schwartz presented to the next group of startups chosen to participate in the Accelerator for Biosciences in Connecticut, or ABCT.  ABCT is a Branford-based program spearheaded by Design Technologies LLC, which supports Connecticut’s aim of being a bioscience hub. It’s an exciting time for new businesses in Connecticut like those chosen to participate in the program. But employment law issues are often an after-thought for startups;…
When Chastity Jones, a black woman from Alabama, lost a job offer because she refused to cut her natural locs, she turned to the federal courts. The company told Ms. Jones that her natural hairstyle violated the company’s grooming policy because locs “tend to get messy.” In response, Jones sought the assistance of the Equal Employment Opportunity Commission (the “EEOC”) which brought a Title VII claim against the company alleging racial discrimination. That case was…
Last year, the United States Supreme Court issued its decision in Janus v. AFSCME, resulting in numerous implications for public sector employers (you can read our guidance on the topic here). Now, several months later, we are taking a fresh look at how Janus continues to impact public employers and their relationships with unions. Join Labor and Employment attorneys Kevin Roy and Jarad Lucan for this complimentary CLE webinar providing an up-to-date analysis and…
Back last fall, we anticipated that this legislative session would be a busy one and so far, the number of bills being considered by the Connecticut General Assembly for employers is substantial. One of the bills that is receiving a fair amount of attention is one limiting employer use of so-called “captive audiences.” Senate Bills 64 and 440 are this year’s versions and would limit employers from being able to talk to their employees about…
On April 1, 2019, the Department of Homeland Security’s (DHS) new rule for the lottery process for H-lB cap-subject petitions will become final. The significant changes are as follows: An electronic registration requirement for U.S. employers wishing to file H-lB cap subject petitions; and Reversal of the order by which the United States Citizenship and Immigration Services (USCIS) will select petitions under the H-1B cap and the U.S. advanced degree exemptions.…
For years now, the Connecticut Department of Revenue Services (DRS), the Connecticut Department of Labor (DOL) and the Internal Revenue Service (IRS) have been targeting Connecticut employers for worker misclassification audits. When a misclassification is discovered, these government entities can share information about employers who have misclassified employees as independent contractors. Thus, when one of these government entities finds a misclassification during an audit, audits from the other governmental entities are likely to arise.…
Last week, New York’s Governor Cuomo signed into law the Gender Expression Non-Discrimination Act (GENDA).  The new law, which had languished in the New York legislature for nearly 16 years, will go into effect in 30 days.  GENDA makes it illegal to discriminate against an individual on the basis of their gender identity or gender expression in employment, housing, education or public accommodations.  A number of cities and counties in New York, including New York City,…