What Are My Rights if I’m Fired After Reporting Discrimination?
If you are fired after reporting workplace discrimination, you may have a retaliation claim if your complaint played a role in the termination. Federal and Connecticut laws protect employees who make good-faith discrimination complaints, even when the underlying allegations are ultimately not proven. Our employment lawyers can determine whether your termination...
Handling Political Speech in the Workplace: What Employers Need to Know
Connecticut employers can generally establish reasonable workplace rules governing political discussions, but they should be careful before disciplining employees for political speech or activity. State law provides protections for certain employee speech, federal labor law protects discussions tied to working conditions, and other employment laws apply when political discussions overlap with discrimination...
Can You Be Fired for Using Medical Marijuana in Connecticut?
Not necessarily. Connecticut law provides employment protections for many registered medical marijuana patients, but those protections are not absolute. Whether an employer can take disciplinary action or terminate an employee depends on factors such as the reason for the action, the employee's position, and whether state or federal laws apply. An employment...
Top 5 Legal Traps in Non-Compete Agreements
A non-compete agreement can limit where you work after leaving a job, but not every restriction is enforceable under Connecticut law. Before signing, employees should understand how these agreements may affect future employment opportunities and whether the terms are reasonable. An employment lawyer can review a proposed agreement, explain your obligations,...
The Difference Between At-Will and Contract Employment in Connecticut
Most employees in Connecticut work under the state's at-will employment doctrine, but not every employment relationship is the same. An employment contract can specify when and how an employee may be terminated, whereas at-will employment generally allows either the employer or the employee to end the relationship at any time, subject to...
What Should Be Included in a Legally Compliant Employee Handbook?
A legally compliant employee handbook should clearly communicate workplace policies, employee expectations, and the employer's legal obligations under federal and Connecticut law. While no handbook can eliminate the risk of employment disputes, a well-written handbook can promote consistency, support compliance, and provide guidance when workplace issues arise. A Fairfield County employment...
How Can Employers Defend Against Wrongful Termination Claims?
Wrongful termination claims are often defended by showing that the termination was based on a legitimate business reason, supported by clear documentation, and carried out consistently with company policies and employment laws. Employers who can demonstrate a well-documented decision-making process are generally in a stronger position to respond to allegations of discrimination,...
Do You Need an Employment Lawyer to Review Your Job Offer?
Accepting a new job can be exciting, but signing an offer letter without understanding the terms can create problems later. While you do not always need an employment lawyer to review a job offer, legal review can be worthwhile when the position involves a contract, restrictive covenants, equity compensation, severance provisions, or...
What Counts as Retaliation for Reporting Harassment?
Employees who report workplace harassment are protected under federal and Connecticut employment laws from retaliation by their employer. Retaliation can include termination, demotion, disciplinary action, schedule changes, or other negative workplace actions related to a harassment complaint. In Fairfield County and across Connecticut, employees may have legal claims when workplace treatment changes...
Understanding Pregnancy Accommodations Under the PWFA
The Pregnant Workers Fairness Act (PWFA) gives many employees the right to reasonable workplace accommodations for pregnancy, childbirth, and related medical conditions. Employers covered by the law must engage in an interactive process and provide accommodations unless doing so would create an undue hardship. In Fairfield County and across Connecticut, employees may...