Last August, we blogged about a case of first impression in Connecticut where a federal court judge found that Connecticut’s Palliative Use of Marijuana Act (“PUMA”) creates a private cause of action for employment discrimination and that PUMA’s anti-discrimination provision is not preempted by federal law. See Noffsinger v. SSC Niantic Operating Co. LLC, 273 F. Supp. 3d 326, 340 (D. Conn. 2017). On September 5, the court issued another decision in this case, offering further insight into this evolving area of employment litigation. Continue Reading Court Provides Additional Clarification Concerning the Scope of Connecticut’s Medical Marijuana Protections in the Workplace
Martha Royston is an Associate in the Litigation Department and the Labor and Employment Practice Group.
Martha represents employers in a wide variety of cases, including claims of discrimination and retaliation; breach of non-compete and restrictive covenants; and wage and hour violations. She litigates matters before the Commission on Human Rights and Opportunities (CHRO) and in state and federal court, and assists employers with audits and investigations by governmental agencies such as the Connecticut Department of Labor (CT DOL) and the Occupational Safety and Health Administration (OSHA).
Martha also counsels employers on best practices and helps management and human resources professionals navigate personnel issues, including employee discipline; termination and separation; employee leave; and reasonable accommodations. She drafts employee handbooks and assists employers with crafting personnel policies that suit their particular needs.