Connecticut

A “supervisor,” for purposes of a Connecticut state hostile work environment claim, is an employee who is empowered by an employer to take tangible employment actions, the Connecticut Supreme Court recently held in O’Reggio v. Commission on Human Rights and Opportunities , a decision that follows fe

A Connecticut appellate court recently held that the Connecticut Fair Employment Practices Act (CFEPA) does not recognize a cause of action for associational disability discrimination.

Executive Summary: On May 6, 2024, the Connecticut State Senate approved a significant expansion to Connecticut’s existing paid sick leave law that took effect in 2011.

On May 21, 2024, Governor Lamont signed into law new legislation that significantly expands Connecticut’s existing paid sick leave law by requiring that virtually all private employers in the state provide employees with paid sick leave no later than January 1, 2027. Mandates Coverage by Almost All

On May 6, 2024, the Connecticut General Assembly expanded its 2012 landmark legislation that required private-sector employers with fifty or more employees to provide paid sick time to all “service workers.” The bill, which was chaptered on May 8, 2024, as Public Act No. 24-8, expands the availabili

On March 19, 2024, the Connecticut Appellate Court upheld an employer’s right to discharge an employee for being impaired on the job from medical marijuana under a state law that provides employment protections for qualified medical marijuana users.

In a significant decision about workplace drug use, the Connecticut Appellate Court backed an employer’s right to terminate a worker who was impaired on the job by medical marijuana. The decision also clarified the factual basis an employer must possess to justify ordering a drug test based on suspi

The Connecticut Appellate Court recently ruled that a septuagenarian teacher’s claims that she was forced to resign because of age discrimination were untimely. The ruling distinguishes Connecticut law from a 2016 Supreme Court of the United States interpretation of constructive discharge claims.

With 2023 in the rearview mirror, Connecticut employers may want to confirm they have implemented the necessary changes to address legislative developments that became effective January 1, 2024. Connecticut Minimum Wage

Under Conn. Gen. Stat. § 31-307 (a), in order for a claimant to be entitled to temporary total indemnity benefits, his injury must result in a total incapacity to work, defined as “the inability of the employee, because of his injuries , to work at his customary calling or at any other occupation he

Provisions included in a must-pass budget bill will make significant changes for Connecticut hospitals. These changes, which were embedded in the nearly 900-page Public Act 23-204 signed into law on June 12, 2023,1 revise current law regarding mandatory overtime for registered nurses, and relieve un

While President Biden says he is the most pro-union president in history, many legislators in Connecticut seem determined to make theirs one of the most pro-union states. Although proponents have failed so far in annual efforts to make strikers eligible for unemployment compensation benefits, they h

While new Connecticut legislation stops short of prescribing specific staffing ratios, it mandates specific requirements for nurse staffing committees. The Department of Public Health will oversee hospital compliance and assess fines for violations. The legislation affects both unionized and non-uni

Connecticut Governor Ned Lamont has signed a new law that will expand the circumstances in which service workers in Connecticut can use state-mandated paid sick leave. The new law goes into effect October 1, 2023.

While significant bills impacting Connecticut employers were signed into law, proposed employer mandates on pay transparency, paid sick leave, and predictive scheduling failed to gain the necessary votes for passage in 2023. Here are some of the year’s notable legislative developments. What Passed .

On June 26, 2023, Connecticut’s governor signed SB 2 , which expands the reasons covered employees can use leave under the state’s paid sick and safe leave law, effective October 1, 2023.

At the close of the 2023 session, the Connecticut legislature passed Senate Bill 9, “An Act Concerning Health and Wellness for Connecticut Residents.” Buried in this legislation are amendments to the state’s physician non-compete statute, which impose additional restrictions on physician non-compete

On June 29, 2023, Governor Ned Lamont signed Public Act No. 23-97, amending Connecticut’s noncompete law for physicians and implementing restrictions on noncompete agreements entered into with physician assistants and advanced practice registered nurses. The act has an effective date of July 1, 2023

On June 5, 2023, Substitute Bill No. 913 was enacted as Public Act (PA) No. 23-35 , “An Act Expanding Workers’ Compensation Coverage for Post-Traumatic Stress Injuries for All Employees.”

In a recent decision, the Connecticut Appellate Court held that “supervisor” for hostile work environment discrimination claims brought under Connecticut law is the same as applied in similar federal claims brought pursuant to Title VII. The court’s decision in Tenisha O’Reggio v. Commission on Huma