Monthly Archives: December 2014

Connecticut Supreme Court Rules That A Lying Police Officer Must be Reinstated Because His Lies Were Not “So Egregious.”

Should a police officer who was terminated for lying to the Town of Stratford’s independent physician about his alcohol abuse and epilepsy be permitted to return pursuant to an arbitration panel’s  determination that a nine-month suspension without pay is sufficient punishment for such conduct?  Yes, according to the Connecticut Supreme Court. In Town of Stratford…

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Evolution of a Statutory Benefit: Use of Paid Sick Leave by Employees Who Aren’t Sick Themselves

The Connecticut employment laws mandate several workplace protections for employees which in an earlier era would have been found only in collective bargaining agreements or the employer’s own policies.   Just a few examples are restrictions on workplace surveillance (Conn. Gen. Stat. Sec. 31-48b), limitations on employee drug testing (Conn. Gen. Stat. 31-51t et seq.), employee…

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Employee Retention Strategies

Pullman & Comley’s Labor & Employment practice group recently offered a seminar for clients and friends.   Our guest speaker was Peter Gioia, Vice President and Economist for the Connecticut Business and Industry Association, who offered an upbeat assessment of the prospects for Connecticut’s economy in 2015, with, as ever, the caveat that the state must…

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Perceived Disability Now Recognized Under Connecticut Law

On Monday December 8, 2014, the Connecticut Supreme Court issued its long-awaited decision in the case of Mireille Derosiers v. Diageo North America, Inc. et al. holding that the Connecticut Fair Employment Practices Act (the state counterpart to federal employment discrimination statutes, including the Americans with Disabilities Act) prohibits employers from discriminating against individuals whom…

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They Also Serve Who Only Stand and Wait – At No Extra Charge

Last month, this blog discussed a case pending at the U.S. Supreme Court on the issue of whether employees who were required to pass through a security clearance at the beginning and end of their shifts could claim that the time spent waiting in line for clearance should be considered paid time under the Fair…

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Is the CHRO Expanding its Reach into Schools and Police Actions?

I recently attended a meeting where Charles Krich, the Principal Attorney for the Connecticut Commission on Human Rights and Opportunities (“CHRO”), spoke about the future of the agency.  Attorney Krich stated that the agency is seeking to become a more active “civil rights agency” and is expanding its reach beyond the landlord-tenant and employer-employee relationships…

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The Importance of Timing in Employment Terminations

There is a saying that “timing is everything,” and in some instances of employment termination, the timing, if not everything, may still be an  important consideration. Many of the laws which provide benefits to employees contain provisions which protect the employees from retaliation for use of those benefits.  Examples of such protections are included in…

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