From time to time, this blog
features unedited interviews with people in the labor and
employment arena who may be of interest to Connecticut
employers. Today, I'm very pleased to have Nina Pirrotti
address a few questions for the blog.
Nina is an attorney with the lawfirm of Garrison, Levin-Epstein, Chimes, Richardson & Fitzgerald, P.C.&...
Take a look at your employment-at-will language right now in your employee handbook or offer letter. (I\'ll wait; if you can\'t find it, you\'ve got larger issues than the one I\'m about to discuss).
\nIt probably says something like this:
\n\n\nYour employment with the Company is on an “at-will” basis. This means that you have the right to leave your job here at the Company if you want to, for any reason at all or for no reason. The Company can also terminate your employment for any reason or no reason, and with or without notice.
\n
Ken Adams, who writes the terrific Adams Drafting blog, called me yesterday to discuss the provision "for any reas...
UPDATED
In a decision sure to send chills to employers with small branch offices in Connecticut, a Superior Court judge recently ruled that an employer's out-of-state employees must be counted in figuring out if an employer is subject to the state's FMLA rules.
Employers with 75 or more employees nationwide that have just one employee in Connecticut, may now be subject to Connecticut's FMLA rules for that Connecticut employee.
This has huge implications for employers with small branch offices in Connecticut that, in the past, were not viewed as being covered under the state FMLA. It also has implications for employers based in Connecticut with less than 75 employees here but that have out-of-state workers. ...
Earlier this month, I talked about how a new case from the Connecticut Supreme Court could have an impact on bonus plans for employers. The Connecticut Law Tribune this week (subscription required) echoes many of my sentiments.
The Tribune states that some employment lawyers believe it is going to have a "wider impact", while others believe that it could enable employers "to escape paying what an employee considered to be a promis...
Last night, the Labor & Employment Section of the Connecticut Bar Association and the Connecticut Employment Lawyers Association sponsored a joint dinner with prominent EEOC members, at Bentara in New Haven. 
Kudos to both groups for pulling this together. There were over 40 attorneys who attended and those who did (and could deal with the bad acoustics) were treated to a fascinating discussion of all things EEOC-related.
There was, in fact, so much co...
My post yesterday on a new Superior Court decision in Velez v. Mayfield has generated a lot of discussion from the counsel for the individual who brought the suit. (You can also view the original DOL decision here.)
As I mentioned in the update, the case is being appealed so it's very likely we'll get Appellate Court or Supreme Court guidance on this issue. But assuming Velez is allowed to stand, let's talk abo...
