On September 24, 2019, the U.S. Department of Labor (DOL) issued its final overtime rule as it relates to the minimum salary threshold for exempt employees. The DOL estimates that 1.3 million workers will be eligible for overtime pay as a result of its final rule. Here is how the new rule will impact workers in Connecticut, Massachusetts and New York.
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Connecticut Considers Requiring Legislative Approval of Agency Settlement Payments and Nondisclosure Agreements
Weeks before the uproar over revelations that U.S. Rep. Elizabeth Esty paid her chief of staff a $5,000 severance package and signed a non-disclosure agreement concerning sexual harassment allegations made against him, the Connecticut state Senate raised Senate Bill 503, An Act Requiring Approval of State Agency Settlement and Nondisclosure Agreements.” The bill, if approved by the General Assembly – would require legislative approval of certain payments made to state employees pursuant to a nondisclosure or separation agreement.
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Connecticut Guidance on Deducting from an Exempt Employee’s PTO Bank
In light of all the recent storms, Connecticut employers should be reminded that the Connecticut Department of Labor’s rules on deducting paid time off (“PTO”) from an exempt employee’s PTO bank for office closures differ from federal law. While federal law allows employers to deduct PTO from an exempt employee’s PTO bank for an office
Second Circuit Prohibits Sexual Orientation Discrimination
In a significant decision reflecting the evolution of Title VII of the Civil Rights Act of 1964, the United States Court of Appeals for the Second Circuit, which covers Connecticut, New York and Vermont, has ruled in Zarda v. Altitude Express, No. 15-3775, en banc, (2d Cir. 2018) that Title VII protects individuals on the basis of sexual orientation, even though Title VII itself does not expressly state that it applies to sexual orientation discrimination. The case provides fascinating insight into how courts’ interpretations of statutes may change over time in light of changing social mores and developing doctrine. The issue is likely to make its way to the Supreme Court because although the Seventh Circuit (Illinois, Indiana and Wisconsin) agrees that Title VII prohibits sexual orientation discrimination, the Eleventh Circuit (Alabama, Florida and Georgia) has held that it does not.
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Upcoming Seminar in CT & MA: 2018 Hot Topics in Labor and Employment Law
The Labor & Employment landscape continues to change and present compliance challenges. These seminars will focus on hot topics in 2018 and will include:
- 2018 Updates & Trends to Watch
- Harassment in the Workplace
- Developments in Immigration Policies Affecting Employers
- Marijuana in the Workplace
Coming Soon! Workplace Harassment Prevention Training in New Haven & Hartford
Harassment in the workplace is a common complaint of employees, and creates a liability for your business. The key to the prevention of unlawful harassment in the workplace is training. In this program we will review the law regarding unlawful harassment, as well as best practices to address it and minimize legal liability. These sessions will be conducted by attorneys with years of experience in training and dealing with complaints of harassment.
This program satisfies Connecticut’s mandate that all supervisors in companies with 50 or more employees receive sexual harassment prevention training. This training is required in Connecticut and recommended in Massachusetts.
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