Employee rights lawyer ct
Several employment-related laws become effective October 1, As that date is upon us, employers may want to review and ensure consistency with these laws by making any applicable changes to their practices, policies, and procedures. Below is a reminder about the laws to be aware of:. If an employee establishes a wage disparity, the employer will have to demonstrate that the differential in pay is determined by non-discriminatory factors such as seniority, merit, productivity, education, skill, or geographic location.
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Employment and Labor Law
Currently, training must be conducted for new employees within six months of hire. This exemption does not apply to trainings conducted by a third-party entity. Employers with at least three employees will be prohibited from asking a prospective employee for their age, date of birth, and dates of attendance at or date of graduation from an educational institution on an initial application.
Employers should take this opportunity to review their applications closely to ensure compliance with this law. This law does not apply to employers who are requesting or requiring this information a based on a bona fide occupational qualification or need, or b when such information is required to comply with any provision state or federal law.
Employers are encouraged to consult an employment lawyer to ensure these exemptions apply to them before seeking such information from applicants. Connecticut also expanded its pay equity law.
Under the new law, employers are required to:. The law also expands on the list of bona fide factors other than sex that can justify a pay disparity; permissible factors now includes credentials, skills, and geographic location, in addition to education, training, and experience. The foregoing is an overview of some of the new laws and regulations impacting employers in or operating in the state of Connecticut.
Employers with questions about these laws or other legal obligations should consult with their MBJ attorney. Design and development by RainCastle Communications. This site uses cookies. By continuing to use this site, you accept our use of cookies. Learn more about our Privacy Policy here. We may request cookies to be set on your device. We use cookies to let us know when you visit our websites, how you interact with us, to enrich your user experience, and to customize your relationship with our website.
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Employment Law Attorneys in Fairfield County
Use Form I-9 to verify the identity and employment authorization of individuals hired for employment in the United States. All U. This includes citizens and noncitizens. Both employees and employers or authorized representatives of the employer must complete the form. On the form, an employee must attest to his or her employment authorization. The employee must also present his or her employer with acceptable documents evidencing identity and employment authorization. The employer must examine the employment eligibility and identity document s an employee presents to determine whether the document s reasonably appear to be genuine and to relate to the employee and record the document information on the Form I
Do I Have a Connecticut Wrongful Termination Case?
Before coming to the courthouse, all individuals must review the pre-screening questionnaire and notice. See notice , list of upcoming hearings held by video , and Zoom guidance for attorneys and other hearing participants. More notices…. Court Holidays. Cameras in the Courtroom Project. Employment Opportunities More about the Court…. Elizabeth A. Plaintiffs are cities, counties, tribal governments, and other entities alleging various claims including public nuisance, negligence, fraud, unjust enrichment, violation of consumer protection statutes, and federal RICO claims.
Connecticut Employment Lawyers
Employment contracts cover a variety of employment terms. Often, contracts control when an employee can be terminated and whether or not he or she is entitled to severance. Sometimes a contract gives an employee a right to resign with severance. Contracts may prohibit an employee from all other work; often there are specific notice requirements that must be followed.
Madsen, Prestley & Parenteau LLC
Employees have various rights in the workplace. If employees or employers delay contacting a Connecticut employment attorney, they may lose their rights. Our legal team at StangerLaw LLC is skilled in resolving employment disputes often before they escalate. We have assisted our clients with the following to minimize damages before they occur:. We are committed to providing our clients with the sophisticated, effective legal representation needed to protect their rights.
Labor & Employment
State and federal laws set clear guidelines between workers and employers. If you believe you are facing discriminatory acts in the workplace, it's important to contact a civil rights lawyer right away. Burke is committed to fighting employment discrimination in Greenwich, CT and the surrounding areas. Standing up against an employer or former employer can be a difficult decision, but employment discrimination should never be tolerated. Attorney Burke can assist you with workplace discrimination and other employment issues, such as: Professional licensing Non-competition agreements Employment contract disputes Wages and compensation disputes Whistleblowing Employer misconduct Sexual harassment With over 32 years of legal experience, attorney Burke knows employment laws inside and out. Call him today to learn more about your legal options in Greenwich, CT.
PUBLICATIONS
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Representation of Employees
Please note: Sending us an email will not make you a client of our Firm. Please do not send us confidential information or sensitive materials through this form. Brody and Lindsay M. Not only must employees be given the opportunity, but they must be advised of this right by their employer, in writing! It means any time you give an employee a performance evaluation, disciplinary write-up or notice of termination — you have to include language in the document that clearly tells the employee they can submit a response in writing! To ensure you can prove the employee received this notice, have the employee sign the document at the very bottom.
Federal government websites often end in. The site is secure. Under the FMLA, covered employers must provide employees job-protected, unpaid leave for specified family and medical reasons. Employees on FMLA leave are entitled to the continuation of group health insurance coverage under the same terms as existed before they took FMLA leave. See the U. The requirement that employers provide paid sick or expanded family and medical leave under the FFCRA employer mandate provisions applies to leave taken or requested during the effective period of April 1, through December 31, Employers who choose to provide such leave between January 1, and September 30, may be eligible for employer tax credits.
At The Moynahan Law Firm, we strongly encourage and work with our clients to proactively identify and develop preventative strategies for employment issues and labor law concerns. Many employers are also facing union issues for the first time. At The Moynahan Law Firm, our services encompass the following areas, both on a preventive strategic approach as well as in litigation defense.
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