Rojgar Job News

This post is for the employment law nerds out there. You know who you are. You pore over the statistics that show a correlation between the unemployment rate and EEOC filings.  (I see you Lawffice Space.) You rate who the “Worst Employer” is of 2017.  (Can’t wait for the announcement next week, Ohio Employer’s Law Blog.) You listen to podcasts about employment law. (Yes you, Hostile Work Environment podcast from Marc Alifanz.) And, if you’re the publisher of this blog, you pore over meeting minutes of the Connecticut Commission of Human Rights and Opportunities. Someone has to do it. And in reading the minutes of an August 2017, I saw a references to a new Case Assessment Review process in place since July 1, 2017. “What was this?”, I thought at the time.  I got excited. And then in October 2017, in a moment of brilliance  extreme employment law nerd-ism, I sent an old-fashioned Freedom of Information request for that procedu...

Recently, I had the opportunity to see  Rags,  a new revival now running at the classic Goodspeed Opera House. I don’t often do theater reviews on this site, but I give it a thumbs up. The musical tells the story of Jewish immigrants coming to the Lower East Side just after the turn of the century. They experience outright discrimination and difficult working conditions. So much so, that they end up even participating in a labor strike asking for better working conditions. Of course, as an employment lawyer, I’m always looking for a good story to relate. The musical obviously has undertones of today’s political environment, where refugees are facing barriers to entry from certain countries. Workplace laws actually limit what employers should be asking in the interview process about immigration status.  And even when a Form I-9 is being process, an employer cannot reject valid documents or insist on additional documentation too. And it can’t target ...