Rojgar Job News

So, a couple of months back, I talked about how separation agreements for small employers might not be covered by the federal law that covers such agreements. After all, since the Age Discrimination in Employment Act only applied to employers that have 20 or more employees, the requirements for a “knowing and voluntary waiver” of claims under separation agreements only applied to those larger employers. Because this is a federal law, it applies in Connecticut though states are free to craft additional laws if they wish. Recently, though, I’ve heard of an employee spouting off about “advice” he received that  Connecticut state law had the same requirements as federal law did. And since Connecticut’s anti-discrimination laws apply to employers of 3 or more employees, the employee argued that he should be provided with 21 days to consider the agreement. When I heard this, I scratched my, well, proverbial head about this one.  Did I mi...

Yesterday I had the opportunity (along with my fellow Shipman & Goodwin partner Peter Murphy) to speak as part of the Commission on Human Rights and Opportunities’ (CHRO) 75th Anniversary celebration. The panel — The Barriers to Employment Legal Update and Panel Discussion  — was chock full of the types of insights, data and analyses that is so often overlooked in this Twitter generation. We spent a good 90 minutes talking about the changes that have been going on at the CHRO and talked about what types of changes could be made in the future. Frankly, it’s far too much for one blog post. So I’m going to tackle them in a few posts.  Today’s post: The re-emergence of the Case Assessment Review. Indeed, if you haven’t been before the CHRO in the last year, you may be unaware that this is perhaps one of the biggest changes to the agency procedure over the last year. Hyperbole? Actually no. At least not when you look at the statistics r...