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Tanya A. BovéeBlog Posts

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All Connecticut Employers Are Covered by State Family and Medical Leave Act Beginning 2022

Have any employees in Connecticut? Then you are covered by the Connecticut Family and Medical Leave Act (Connecticut FMLA). All employers with at least one employee in Connecticut are covered by the Connecticut FMLA as of January 1, 2022. Read more about Connecticut FMLA obligations for employers with any employees in Connecticut and other leave... Continue Reading
January 11, 2022

Connecticut Paid Leave Payments and Connecticut FMLA Changes Coming January 1: What You Need to Know

As we speed closer to January 1, the date when payments will begin under Connecticut’s Paid Family and Medical Leave Act and the effective date of changes to Connecticut’s Family and Medical Leave Act (CT FMLA), below are some updates and considerations for employers. Paid Leave Applications On December 1, the applications process opened for... Continue Reading
December 27, 2021

Connecticut Publishes Guidance Regarding Disclosure of Salary Range for Vacant Positions

The Connecticut Department of Labor has published guidance regarding the state’s “An Act Concerning the Disclosure of Salary Range for a Vacant Position,” which goes into effect on October 1, 2021. In reviewing this guidance, employers should be mindful that it does not constitute legal advice and is non-binding. A court may have a different interpretation of... Continue Reading
September 29, 2021

How to Handle Connecticut Family and Medical Leave Act Leave Periods Spanning Between 2021-2022

Amendments to the Connecticut Family and Medical Leave Act (CTFMLA) will go into effect on January 1, 2022, and employees will be entitled to 12 weeks of leave in a 12-month period, instead of the current 16 weeks of leave in a 24-month period. (The amendments also provide that employees may be entitled to two additional... Continue Reading
September 29, 2021

Connecticut Amends Pay Equity Law, Requiring Disclosure of Wage Ranges to Applicants, Employees

Connecticut’s “An Act Concerning the Disclosure of Salary Range for a Vacant Position,” which goes into effect on October 1, 2021, imposes new requirements on Connecticut employers to disclose the wage range for vacant positions to both job applicants and existing employees. The new law also extends the prohibition on sex-based compensation discrimination to comparable as opposed...… Continue Reading
June 9, 2021

New Connecticut CROWN Act Bans Natural Hair Discrimination in the Workplace

Connecticut has joined the growing list of states that prohibit discrimination on the basis of traits historically associated with race, including hair. On March 10, 2021, Connecticut adopted legislation to ban natural hair discrimination in the workplace. In 2019, California was the first state to implement a law called the CROWN Act, an acronym for...… Continue Reading
March 15, 2021

Connecticut Bans Inquiries into Applicants’ Wage and Salary History

Connecticut is the latest state to prohibit employers from asking prospective employees about past compensation. Effective January 1, 2019, employers may not ask (directly or through a third party) about a prospective employee’s wage and salary history unless the prospective employee volunteers the information. Click here to read our full article regarding Connecticut’s salary history...… Continue Reading
May 31, 2018

Affirmative Action Training May Be Your Best Friend

Many hospitals and healthcare facilities are federal contractors. Jackson Lewis regularly provides specialized assistance in developing and implementing affirmative action plans (AAPs). Some of the specific services we offer include: Identifying pertinent labor market areas and analyzing census-related statistical data Providing sample plan texts, notices, letters and policy statements Preparing utilization and availability analyses Conducting...… Continue Reading
March 12, 2018