Rojgar Job News

It’s been a long while since this blog went into the toilet.  But in this Employment Law Checklist Project, there are two employment laws we need to tackle together that highlight the very specific nature of some laws and how they remain on the books. Yes, I’m talking about the two employment laws that require toilets in two industries. The first of these is Conn. Gen. Stat. Sec. 31-36. It provides that: The commissioner shall have authority by order to that effect to require the proprietor of any foundry in which ten or more persons are employed, situated in a locality where there is such system for the disposal of sewage as to make such order practicable, to provide for the use of such employees a toilet room of such suitable dimensions as said commissioner determines, containing washbowls or sinks connected with running water, with facilities for heating the same, such room to be directly connected with such foundry building, properly heated, ventilated and protected...

In my new series (you can read the background here), I’m going to highlight an employment law that employers in Connecticut need to follow. Some of them can lead to lawsuits; some may just lead to fines.   I’ve titled this the “Employment Law Checklist Project”. First up: Conn. Gen. Stat. Sec. 31-40h.  This law states: No employer, including the state or any political subdivision thereof, shall condition the employment, transfer or promotion of any individual on the sterilization of such individual. What we’ll start to see from looking at these laws is that the definition of an employer can sometimes change and there are differences in the type of recovery that can be sought for violations. Scope: All employers, including the state. No limit on number of employees and there is no specific definition of employer here.  Contrast that with Conn. Gen. Stat. Sec. 31-40j (which follows this law), and you’ll find an actual definition of ...

How many days in a row can an employee work? That’s the question we’ll tackle in this installment of the Employment Law Checklist Project. #emplawchecklist It’s actually a question I first asked right before Yom Kippur twelve years ago so it seems appropriate to revisit this today with the holiday this week. The short answer is actually 12 — even though the law seems to suggest 6. And even 12 may not be the right answer. Details below. The state law on the subject can be found in a section that looks to be unrelated to all the employment laws we’ve been covering: Conn. Gen. Stat. 53-303e.  Wait, isn’t that in the criminal code?  Why yes it is. It’s in the section that relates to the state’s blue laws — some of which were overturned many years ago.  But this particular law was revised in 2013 to update it to comply with a court ruling on the subject. What’s it say?  Well the key provision is as follows: ...