How Employment Contracts Help Protect Both Employers and Employees
Employment contracts help protect both employers and employees by clearly defining job expectations, compensation, termination standards, and post-employment obligations. For employees, they provide predictability and limits on unilateral changes. For employers, they help manage risk, protect confidential information, and establish enforceable workplace standards under Connecticut law.
What Is...How Can Employers Legally Monitor Remote Employee Productivity?
Employers can legally monitor employees' conduct in several ways, but there are limits. Monitoring practices must comply with state and federal employment laws, privacy protections, and wage-and-hour regulations. Understanding what monitoring methods are lawful, transparent, and appropriate is critical for employers—and equally important for employees who want to understand their rights.
What Protections Do Connecticut Employees Have Against Retaliation?
Connecticut law protects employees from retaliation for speaking up about unlawful or unfair workplace conduct. If your employer takes adverse action because you reported discrimination, requested legally protected leave, or participated in an investigation, that response may violate state or federal law. These protections apply even when the underlying complaint is still...
Can a Single Incident Create a Hostile Work Environment?
Yes, a single incident can create a hostile work environment under Connecticut and federal law, but only in limited situations. While most claims involve repeated conduct over time, courts may find that a single event is sufficient when the behavior is especially serious. Whether an isolated incident crosses the legal threshold depends...
What Is Wrongful Termination in Connecticut?
Losing your job can be difficult under any circumstances. But when a termination feels unfair or retaliatory, it’s natural to wonder if your rights were violated. In Connecticut, most employees work “at will,” which means an employer can terminate someone's employment for almost any reason—or no reason at all. However, there are...
WHEN IS A WORKER NOT AN EMPLOYEE?
When she’s an independent contractor. The distinction between the two types of workers is often mistaken with potential problems for the worker and the organization receiving services.
Independent contractors strike a deal to provide a service for a given price and do the job. They are their own bosses. The simplicity of...
Congratulations To Our MS&S Super Lawyers®
Robert Mitchell: Employment/Labor
Margaret Sheahan: Employment/Labor & Top 25 Women
Jessica Slippen: Employment/Labor
Reese Mitchell: Rising Star
Read more at: https://www.superlawyers.com/about/selection-process/
Mitchell, Sheahan & Slippen, P.C. Named to 2026 “Best Law Firms List” By Best Lawyers®
MS&S is proud to announce that the firm has been ranked in the 16th edition of Best Lawyers as a "Best Law Firm." Best Lawyers is the oldest and most respected purely peer-reviewed ranking system for lawyers.
Regional Rankings
New Haven
How Should Employers Respond to Sexual Harassment Complaints?
Sexual harassment complaints are among the most serious issues an employer can face. They require careful attention, not only because the law demands it but because mishandling them can devastate your workplace culture.
Employees who feel unheard or unprotected may lose trust in leadership, morale may suffer, and...
Congratulations To Our MS&S Best Lawyers in America®
Mitchell, Sheahan, & Slippen is proud to have 3 lawyers recognized by Best Lawyers® in The Best Lawyers in America (2026 Edition)
Robert B. Mitchell (Recognized in Best Lawyers since 2013)
Employment Law – Management
Margaret M. Sheahan (Recognized in Best Lawyers since 2012)
Employment Law - Individuals
Litigation - Labor and...