Rojgar Job News

This current wave of sexual harassment (and, in some cases, sexual assault) allegations that are making headlines every single day is downright astonishing to many employment lawyers that I know. It is the tsunami that knows no end. And right now, that makes me nervous.  But maybe not for the reason you might think. It’s not that I am nervous for companies or the risk of lawsuits. I think many companies are prepared to deal with claims of harassment that arise and will adapt quickly to the landscape where more employees are bringing such matters to their attention. What makes me nervous is the potential rush to judgment that seems to increase with every case. Think of Matt Lauer last week: A claim brought Monday evening and he was fired late Tuesday night. Quick. Thorough? Perhaps. Correct? Probably (based on the media reports).  But still pretty quick. This is not a defense of harassers or even of Matt Lauer.  If someone commits sexual harassment, companies ought t...

January 1st is typically a time for new laws to kick in and 2019 is no exception. For employers, the biggest change is one that I discussed way back in May with amendments to Connecticut’s Pay Equity law. The new law prohibits employers from asking a job applicant his or her wage and salary history. But the prohibition does not apply in two situations: if the prospective employee voluntarily discloses his or her wage and salary history, or; to any actions taken by an employer, employment agency, or its employees or agents under a federal or state law that specifically authorizes the disclosure or verification of salary history for employment purposes. While salary may not be inquired, the law DOES allow an employer to ask about the other elements of a prospective employee’s compensation structure (e.g., stock options), but the employer may not ask about their value. The bill has a two year statute of limitations. Employers can be found liable for compensatory damages, attorn...

Later today, I’ll be speaking 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.  They shouldn’t be. I’ll be talking in more detail to the startups in my presentation but here are three things I’ll be talking about for startups and new business ventures: Startups should document the relationships with new employees.  Offer letters or, in some instances, contracts should be set up so that new employees know the terms and conditions of their employment.  Even more important, the documentation should detail all forms of compensation — whether salary, bonus, equity etc....

Updated 10:15a, May 9, 2020 Late Friday afternoon, Governor Lamont announced that Phase I reopenings will occur as soon as May 20, 2020.  These will include “non-essential” offices that had been closed, restaurants, retail stores and hair salons.  Early on Saturday, we also got all the detailed rules that will need to be met to reopen; we’ll have a full update on my firm’s website after a full review . You can download the rules for offices here. The basic outline for the reopening rules are set forth is fairly consistent with the “Safe Workplace” rules for essential workplaces and also my posts on the subject as well. Here’s what you can look for, according to the early details released in the press conference: Offices should be limited to 50 percent capacity Employees should still work from home where possible Meetings are subject to a five person limit Employees should be seated at least six feet apart and employers should leave des...