A former director of the Wage and Workplace Standards Unit in the Department of Labor reported that “a field investigator falsely reported time for years, but the department did not take action to investigate or reprimand the employee,” according to an audit of the DOL. The auditors said their investigation ...
Connecticut Democrats have made implementing a paid family medical leave bill a top priority this session, and a committee bill is set to receive a public hearing before the Labor and Public Employees Committee today. The FMLA program would be funded by a payroll tax paid by employees, however, according ...
A new study from the Virginia-based Institute for Justice estimates Connecticut’s occupational licensing laws are costing the state 48,000 jobs.
Imagine a workplace in which you feel it necessary to video-record yourself making a trip to the bathroom in case you are confronted by colleagues; where employees allegedly hire private investigators to follow each other around; where petty personal disputes become matters of extensive internal investigations.
Connecticut’s apprenticeship program presents a great opportunity for young people like Jake, but constraints on the number of apprentices an employer can hire may limit that opportunity for many others.
An employee can voluntarily separate from their employer and still receive unemployment benefits if the cause of separation was due to, among other things, a “hostile work environment.” So what constitutes a hostile work environment and what does the Connecticut Department of Labor use to determine whether or not such an environment exists? Legally, a hostile work environment must be “permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the victim's employment and create an abusive working environment,” according to precedent set by the decision Brittel v. Department of Correction.