Posts tagged with "ct lawyers"

Court Denies Mother’s Request to Relocate with Minor Child

In a recent post judgment divorce action originating in the Superior Court for the Judicial District of Hartford, Judge Prestley denied a mother’s request to relocate to France with the parties’ children.  The parties were married in 1981 and after twenty-six years, sought and obtained a divorce in 2008.  During their marriage, the parties had three children, born in 1988, 1992 and 1998.  The youngest child was the only minor at the time of the post judgment action.

In August, 2009, after reconnecting with a high school friend who was living in France, the mother informed the father that she was going to make two-month-trips overseas, returning home for two weeks in between.  Sometime later, she informed the father that she was engaged to the high school friend, and planned to move to France with the children permanently.  The father initially agreed to the plan, but then changed his mind.  In June, 2010, the mother filed a Motion to Modify Visitation requesting permission to relocate with the children.  In October, 2010, the father agreed to the move, but only for the 2010-2011 school year.  As the parties were unable to reach an agreement, a full hearing was held in January, 2011.

In its decision the Court noted that, pursuant to Connecticut General Statutes §46b-56d(a), the party wishing to relocate must demonstrate that the relocation is for a legitimate purpose, and that the proposed relocation is reasonable in light of such purpose. In this particular case the Court found the plaintiff had no legitimate reason to justify the proposed move. The mother testified that although she could not work legally in France, she would continue to work with her clients and structure workshops in her field. The plaintiff testified she was going to teach one seminar in March 2011 in the state of Florida (while temporarily living in France), and that she taught another workshop for which she earned $500.00.  The Court found that although the plaintiff expressed her opinion that there were more opportunities for her in France, she provided no details to support that claim, and, thus, could not demonstrate that furthering her career opportunities was a legitimate reason for the move.

The plaintiff also contended that relocating to France would provide a cultural opportunity to the parties’ minor child. She testified that the child was a speed-skater, that he had a new coach in France and that skating was more important for him than spending time with the father, from whom he needed to heal.  She further suggested that the child had been unhappy and stressed since the divorce, and that contact between the son and his father was not healthy for the child.

With respect to the child’s needs, the Court found that although there was credible evidence that verbal altercations occurred between the mother and the father in the presence of the children, and that the child was upset about his father’s objections to his moving to France, the evidence also established that the defendant participated in his children’s lives to the extent that he was able given his work schedule.  The Court further found that the father’s relationship with his son was good until the pending issues arose, that the child was involved in speed-skating in Connecticut prior to the move to France, and that skating opportunities were still available to him here.

The Court ultimately held that it could not find any legitimate purpose, financial or otherwise, to justify the proposed relocation.  It noted that although time spent in a foreign country may provide some cultural advantages, those potential advantages were overshadowed by the irreparable harm the child would likely suffer as his relationship with his father was continuing to deteriorate with distance.  The Court essentially held that repairing and fostering the child’s relationship with his father was more important that any cultural advantages he may have gained by moving.

Should you have any questions about divorce in Connecticut or minor relocation cases within Divorce Court, contact our Managing Partner Joseph Maya directly via email at JMaya@Mayalaw.com or by telephone at (203) 221-3100 for a free consultation.

Court Denies Foster Parent’s Right to Intervene in DCF Proceeding

In a recent decision involving the Department of Children and Families (DCF), the Superior Court (Simon, J.) precluded a foster parent from intervening in proceedings designed to reunify a child with her biological father. DCF originally filed a request for an order of temporary custody, which the Court sustained by agreement, as well as a neglect petition, which the Court granted. Shortly thereafter, the child was committed to the Department, and placed in foster care. Although DCF later filed a request for termination of parental rights, the Court denied it, affording the child’s mother and father an opportunity to rehabilitate themselves.

In a parallel case, the child’s biological father was also committed to the Department, and ultimately placed in foster care himself. The Court found that the father was fully compliant with all DCF requirements, including attendance at school, and was also showing appropriate parenting skills. When the Department indicated it intended to reunify the child with her father in his new home, the child’s foster mother filed a motion seeking intervenor status to oppose the removal.

In denying the foster mother’s request, the Court explained, “A person or entity does not have a sufficient interest to qualify for the right to intervene merely because an impending judgment will have some effect on him, her, or it. The judgment to be rendered must affect the proposed intervenor’s direct or personal rights, not those of another.” The Court further explained, “These proceedings affect the rights of [the child] and her parents, not the rights of the foster mother. Foster parents are entrusted with foster children on a temporary basis only. Clearly the foster mother will be emotionally affected by the court’s decision; however the court’s judgment affects the rights of [the child] and her parents, particularly the father. It does not affect any direct or personal right that the foster mother may hold by law.”

With respect to the fact that the foster mother was allegedly told she would be the adoptive option for the child, the Court appeared to be sympathetic explaining it could “only imagine her frustration if in fact she was told she would be the adoptive resource…” Nevertheless, it ultimately held there was no controversy before it that require[d] the foster mother’s involvement.” Ultimately, “It is [the father] that has a right to be reunited with his daughter.”

Should you have any questions related to DCF proceedings, please feel free to contact our Managing Partner Joseph Maya directly via email at JMaya@Mayalaw.com or by telephone at (203) 221-3100 for a free consultation.

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Our family law firm in Westport Connecticut serves clients with divorce, matrimonial, and family law issues from all over the state including the towns of: Bethel, Bridgeport, Brookfield, Danbury, Darien, Easton, Fairfield, Greenwich, Monroe, New Canaan, New Fairfield, Newton, Norwalk, Redding, Ridgefield, Shelton, Sherman, Stamford, Stratford, Trumbull, Weston, Westport, and Wilton. We have the best divorce attorneys and family attorneys in CT on staff that can help with your Connecticut divorce or New York divorce today.

If you have any questions or would like to speak to a divorce law attorney about a divorce or familial matter, please don’t hesitate to call our office at (203) 221-3100. We offer free divorce consultation as well as free consultation on all other familial matters. Divorce in CT and divorce in NYC is difficult, but education is power. Call our family law office in CT today.

Court Awards Wife Alimony Based on Husband’s Earning Capacity Despite His Unemployment

In a recent divorce action pending in the Judicial District of Stamford at Norwalk, the court awarded a wife alimony and child support based on the husband’s earning capacity even though he was unemployed at the time of trial.  The parties were married in 1995 and lived in Wilton, Connecticut with their three minor children.  The wife brought approximately $360,000.00 into the marriage, consisting of liquid assets and a trust interest.  Although the parties had numerous disagreements over the years, the court found them equally at fault for the breakdown of the marriage.

Although the husband was unemployed at the time of trial, the court found that he had a minimum earning capacity of $200,000.00, plus bonuses and commission.  Thus the court ordered the husband to pay the wife unallocated alimony and child support in the amount of $7,500.00 per month for a period of approximately ten years.  Additionally, commencing January 1, 2013, and for the same ten year period thereafter, the court ordered the husband to pay the wife 40% of his gross earned income between $201,000.00 and $400,000.00, and 30% of his gross earned income between $400,001.00 and $800,000.00.

Should you have any questions regarding alimony, or divorce actions in general, please do not hesitate to contact Michael D. DeMeola, Esq.  He can be reached in the firm’s Westport office at (203) 221-3100 or by e-mail at mdemeola@mayalaw.com.
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Our family law firm in Westport Connecticut serves clients with divorce, matrimonial, and family law issues from all over the state including the towns of: Bethel, Bridgeport, Brookfield, Danbury, Darien, Easton, Fairfield, Greenwich, Monroe, New Canaan, New Fairfield, Newton, Norwalk, Redding, Ridgefield, Shelton, Sherman, Stamford, Stratford, Trumbull, Weston, Westport, and Wilton. We have the best divorce attorneys and family attorneys in CT on staff that can help with your Connecticut divorce or New York divorce today.

If you have any questions or would like to speak to a divorce law attorney about a divorce or familial matter, please don’t hesitate to call our office at (203) 221-3100. We offer free divorce consultation as well as free consultation on all other familial matters. Divorce in CT and divorce in NYC is difficult, but education is power. Call our family law office in CT today.

 

Court May Terminate Parental Rights Even Though Adoption Arrangement is not Secured

In the case of In Re Davonta V., 285 Conn. 483 (2007), the Connecticut Supreme Court addressed whether it is ever in  a child’s best interest to terminate parental rights when an adoptive family has not yet been secured.  In that case, the child was the subject of a neglect petition filed by the Department of Children and Families alleging educational neglect, medical neglect and physical neglect.  After the petition was granted, the child was placed under protective supervision.  The mother subsequently moved out of state with the child; however, when she returned approximately a year later, the Department secured an Order of Temporary Custody based on additional reports of neglect.  After the OTC was granted, the child was committed to DCF’s care and placed in a foster home.

The Department of Children and Families subsequently filed a petition for termination of parental rights alleging that the child was being denied proper care and attention, and that the mother failed to rehabilitate herself.  After a trial, the court granted the Department’s petition, concluding that the child’s best interests would be served by severing the relationship with his mother.  The mother appealed on the basis that, among other things, the child’s foster parents had not guaranteed they would adopt him.

In its ruling, the Supreme Court explained that the law does not preclude the termination of a biological parent’s rights simply because adoption of the child by new parents is not imminent. Indeed, “Although subsequent adoption is the preferred outcome for a child whose biological parents have had their parental rights terminated… it is not a necessary prerequisite for the termination of parental rights.” (internal citations omitted). Id. at 492.  The Court further explained, “While long-term stability is critical to a child’s future health and development… adoption provides only one option for obtaining such stability.” (internal citations omitted). Id. at 492.  According to the Court, the reluctance of the child’s foster parents to proceed with adoption at the time of the termination proceedings was not a sufficient reason to disturb the trial court’s judgment. Id.

Citing various sources, the Court emphasized the importance of permanency, explaining “Children need secure and uninterrupted emotional relationships with the adults who are responsible for their care.” (internal citations omitted). Id. at 494-495.  “No child can grow emotionally while in limbo, never really belonging to anyone except on a temporary and ill-defined or partial basis.” (internal citations omitted). Id. at 495.

Written by: Michael D. DeMeola

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Our family law firm in Westport Connecticut serves clients with divorce, matrimonial, and family law issues from all over the state including the towns of: Bethel, Bridgeport, Brookfield, Danbury, Darien, Easton, Fairfield, Greenwich, Monroe, New Canaan, New Fairfield, Newton, Norwalk, Redding, Ridgefield, Shelton, Sherman, Stamford, Stratford, Trumbull, Weston, Westport, and Wilton. We have the best divorce attorneys and family attorneys in CT on staff that can help with your Connecticut divorce or New York divorce today.

If you have any questions or would like to speak to a divorce law attorney about a divorce or familial matter, please don’t hesitate to call our office at (203) 221-3100. We offer free divorce consultation as well as free consultation on all other familial matters. Divorce in CT and divorce in NYC is difficult, but education is power. Call our family law office in CT today.

 

Court Approves Permanency Plan Including Termination of Parental Rights

In a recent decision involving the Department of Children and Families, the Court overruled the respondent mother’s objection to a proposed permanency plan that included termination of parental rights and adoption.  At the time of the hearing, the children were fourteen and eleven years old.  They both had special educational needs and were victims of sexual and physical abuse.  In 2005, they were taken into the custody of DCF after the Court granted an Order of Temporary Custody, or OTC.  Although the commitment was later revoked and the children returned to the mother’s care, they were eventually recommitted to the Department pursuant to a second OTC granted approximately two years later.

In overruling the mother’s objection, the Court noted that it is required to approve a permanency plan that is in the best interests of the child and takes into consideration the child’s need for permanency.  In considering a permanency plan, the child’s health and safety are of paramount concern. From an evidentiary standpoint, the judicial authority must find that the proposed goal of the permanency plan is in the best interests of the child by a fair preponderance of the evidence.

In this particular case, the Court considered the testimony of three expert witnesses, as well as evidence which established that both children were the victims of repeated sexual and physical abuse.  The Court further found that the parents failed to adequately acknowledge the abuse or the children’s special needs despite ample time and services.  Finally, the Court found that the children had been in foster care for over three years and felt a sense of well-being, safety and comfort in the home.  Based on those findings, the Court ultimately held that the permanency plan, including termination of parental rights, was in the children’s best interests.

Should you have any questions related to DCF proceedings, or family matters generally, please feel free to contact Michael D. DeMeola.  He practices in the firm’s Westport office and can be reached at (203) 221-3100 or mdemeola@mayalaw.com.
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Our family law firm in Westport Connecticut serves clients with divorce, matrimonial, and family law issues from all over the state including the towns of: Bethel, Bridgeport, Brookfield, Danbury, Darien, Easton, Fairfield, Greenwich, Monroe, New Canaan, New Fairfield, Newton, Norwalk, Redding, Ridgefield, Shelton, Sherman, Stamford, Stratford, Trumbull, Weston, Westport, and Wilton. We have the best divorce attorneys and family attorneys in CT on staff that can help with your Connecticut divorce or New York divorce today.

If you have any questions or would like to speak to a divorce law attorney about a divorce or familial matter, please don’t hesitate to call our office at (203) 221-3100. We offer free divorce consultation as well as free consultation on all other familial matters. Divorce in CT and divorce in NYC is difficult, but education is power. Call our family law office in CT today.

3 Fairfield Students Promise Legal Action for Discrimination

FAIRFIELD — Three minority students at Fairfield High School – arrested after a brawl last February in the school’s parking lot –plan to sue the town, claiming they were singled out for arrest because of their race and ethnicity. Continue Reading

Deliberate Indifference Required for School to be Liable under Title IX for Student-Student Harassment

In a New York District decision earlier this year, a student’s cause of action under Title IX of the Civil Rights Act against the Monroe-Woodbury School District was denied because it did not show deliberate indifference in response to the student’s claim of student-to-student sexual harassment.[1]

Parents on behalf of their fifteen year old daughter brought suit against Monroe–Woodbury Central School District pursuant to Title IX of the Civil Rights Act of 1964, alleging that she was deprived of an educational environment free from sexual harassment as required by federal law.

Beginning in January 2010, when she was in the eighth grade, the student was subjected to teasing, taunting, and physical bullying by other students, which she reported to her guidance counselor.  She was sexually assaulted by a male classmate who requested a handjob and subsequently ran her  hands over the genital area of his pants and attempted to shove her hands down his pants.[2] As a result of the incident, the student alleges that she was subjected to more taunting and name-calling by other students and in response began to engage in self- injurious behavior by cutting herself. When she began attending Monroe–Woodbury High School in September, another student and friend of the first continued to harass her and in November sexually assaulted her by pinning her against a locker and pushing his hands down her pants and blouse, touching her genital area and breast.[3]  The student began missing school frequently to avoid continued harassment.  At some point she confided in her guidance counselor that her absenteeism and self-injurious behavior was the result of the persistent teasing and the two incidents of sexual assault by her classmates.[4]

The School District recommended that she attend the GO Program, an out-of-district academic program, to which her parents agreed. After her first day there, CF reported to her parents that she was uncomfortable with this placement because the students there were “in many cases, not attending their regular high schools due to serious disciplinary records and incidents.”[5] When her parents again met with the principal, they requested that their daughter be transferred to another public school to continue her high school education.  The principal refused saying there were no other options besides the GO program.[6]

The parent brought suit alleging the school failed to: (1) initiate an investigation upon the parents’ verbal complaint; (2) conduct a prompt, equitable, and thorough investigation of the charges; (3) ensure that immediate corrective action be taken, including subjecting the offending individuals to appropriate disciplinary measures; and (4) inform CF of her right to pursue legal remedies.

Title IX of the Civil Rights Act of 1964 states that “[n]o person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.” 20 U.S.C. § 1681(a)[7]. Title IX contains an implied private right of action for plaintiffs who bring suit against educational institutions that receive federal funding, and liability may be imposed upon a school district if it is found to be in violation of this law.

Title IX funding recipients may be held liable for student-on-student harassment if the plaintiff can establish damages only where the school district: (1) was deliberately indifferent; (2) to sexual harassment; (3) of which it had actual knowledge; (4) that was so severe, pervasive, and objectively offensive that it deprived the victim of access to the educational opportunities or benefits provided by the school.[8] A showing of deliberate indifference requires that the school had actual knowledge of the sexual harassment and either responded in a “clearly unreasonable manner in light of the known circumstances,”[9] or responded with remedial action only after a “lengthy and unjustified delay.”[10]

The Court rejected the plaintiff’s assertions that the GO Program was an “inappropriate” placement for her because it did not provide her with a “regular high school environment.” Saying even if it was inappropriate, “Title IX simply does not require recipient school districts to provide students with a ‘regular high school environment.’ Title IX does not prescribe any particular educational experience at all. Rather, Title IX merely prohibits schools from excluding anyone, on the basis of sex, from participating in an educational program that receives federal assistance; or denying the benefits of such programs on the basis of sex; or subjecting anyone in such programs to discrimination on the basis of sex.”[11]  Finding that the school did not cause the discrimination and the School District took some remedial action (not clearly unreasonable under the circumstances) in response to the student’s complaints, the Court dismissed the action.

Bullying and harassment in school should never be tolerated.  The lawyers at Maya Murphy, P.C., are experienced and knowledgeable education law practitioners and assist clients in New York, Bridgeport, Darien, Fairfield, Greenwich, New Canaan, Norwalk, Stamford, Westport, and elsewhere in Fairfield County. Should you have any questions about bullying, student harassment, school liability or any other matter, please do not hesitate to contact Attorney Joseph C. Maya, Esq. He may be reached at Maya Murphy, P.C., 266 Post Road East, Westport, Connecticut, by telephone at (203) 221-3100, or by email at JMaya@mayalaw.com.


[1] KF ex rel. CF v. Monroe Woodbury Cent. Sch. Dist., 12 CIV. 2200 ER, 2013 WL 177911 (S.D.N.Y. Jan. 16, 2013)

[2] Compl.¶¶ 10-11

[3] Compl.¶¶ 12-13

[4] Id.

[5] Compl.¶¶ 14

[6] Id.

[7] Title IX of the Civil Rights Act of 1964, 20 U.S.C. § 1681(a)

[8] Williams v. Bd. of Regents of the Univ. Sys. of Georgia, 477 F.3d 1282, 1293 (11th Cir.2007)

[10] Hayut v. State Univ. of N.Y., 352 F.3d 733, 751 (2d Cir.2003)

[11] KF ex rel. CF v. Monroe Woodbury Cent. Sch. Dist.

 

Hurdles Employees Must Jump in Filing a Claim for Unlawful Discrimination

Here in Connecticut and across the nation, employees from all walks of life routinely face unlawful discriminatory practices and treatment in the workplace. Depending on the nature of the claim, he or she may file civil lawsuits under Title VII (which prohibits employment discrimination on the basis of race, color, religion, sex, and national origin) or the Connecticut Fair Employment Practices Act (CFEPA).

However, employees need to keep in mind that before they seek recourse with the courts, they must first exhaust all of their administrative remedies. “The exhaustion requirement exists to afford the administrative agency the opportunity to investigate, mediate, and take remedial action.”[1] Failure to do so will result in dismissal of the case (see, for example, this previously-discussed case).

Furthermore, employees must pay attention to statutory time restrictions for filing administrative charges under Title VII and CFEPA:

To sustain a claim for unlawful discrimination under Title VII in a deferral state such as Connecticut, a plaintiff must file administrative charges with the EEOC [Equal Employment Opportunities Commission] within 300 days of the alleged discriminatory acts.[2] … CFEPA requires that a complainant file the administrative charge with the CCHRO [Connecticut Commission on Human Rights and Opportunities] within 180 days of the alleged discriminatory act.[3]

Courts are particularly cognizant of these requirements and endorse “strict adherence… [as] the best guarantee of the evenhanded administration of the law.”[4] As a result, the time bar will begin running for each individual adverse employment action against the employee on the date it occurred. Failure to timely file a claim may prevent it from being reviewed by the EEOC or CCHRO.

However, employees often endure discriminatory practices over a prolonged period of time, so even if alleged conduct falls outside of the charging period, it may be reviewable. An important exception to strict adherence is the continuing violation exception, which involves incidents occurring both within and outside the time bar. A continuing violation occurs “where there is proof of specific ongoing discriminatory policies or practices, or where specific and related instances of discrimination are permitted by the employer to continue unremedied for so long as to amount to a discriminatory policy or practice.”[5]

As an employee, it is imperative that you understand Connecticut’s statutory scheme surrounding hiring, evaluation, and termination processes, as well as the requirements for filing a lawsuit under State and federal anti-discrimination law. The attorneys at Maya Murphy, P.C., assist clients in Bridgeport, Darien, Fairfield, Greenwich, New Canaan, Norwalk, Stamford, and Westport. If you have any questions regarding any employment law matter, please do not hesitate to contact Attorney Joseph C. Maya. He may be reached at Maya Murphy, P.C., 266 Post Road East, Westport, Connecticut (located in Fairfield County), by telephone at (203) 221-3100, or by email at JMaya@mayalaw.com.


[1] Stewart v. United States Immigration and Naturalization Service, 762 F.2d 193, 198 (2d. Cir. 1985).

[2] Flaherty v. Metromail Corp., 235 F.3d 133, 136 n.1 (2d Cir. 2000).

[3] Connecticut General Statutes § 46a-82e.

[4] Mohasco Corp. v. Silver, 447 U.S. 807, 826 (1980).

[5] Cornwell v. Robinson, 23 F.3d 694, 704 (2d Cir. 1994).

Did Basketball Powerhouse Force Coach to Resign Due to Her Disability?

Most people who have lived for some period of time here in Connecticut are amply familiar with the Lady Huskies and Lady Vols fierce decade-long rivalry. Before regular season matches discontinued five years ago, these games were the highlight of the season. Thus, fans have come to form a love-hate relationship with Pat Summitt, Head Coach of the Lady Vols who has the most wins of any (both male and female) NCAA basketball coach. It came as a shock to hear on April 18, 2012, after thirty-eight years of coaching, Summitt would be retiring from her post after being diagnosed with early-onset dementia-Alzheimer’s disease just before the start of the 2011-2012 season.[1] “I’ve loved being the head coach at Tennessee for 38 years, but I recognize that the time has come to move into the future and to step into a new role,” explained Summitt.[2]

As it turns out, the decision may not have been entirely that of Summitt.

In a recently released affidavit,[3] Summitt revealed that on March 14, 2012, she met with the University of Tennessee (UT) Athletics Director David Hart, who informed her that she would no longer be the coaching the Lady Vols. Summitt further explained:

This was very surprising to me and very hurtful as that was a decision I would have liked to have made on my own at the end of the season after consulting with my family, doctors, colleagues, and friends and not be told this by Mr. Hart. I felt this was wrong.[4]

UT spokeswoman Margie Nichols denied allegations that Summitt was forced out of her position. “It’s absolutely not true… It was Pat’s idea to become the head coach emeritus. I think she made that really clear at her press conference earlier this year.”[5] Regardless, this leaves many asking: was Summitt forced to resign because of her disability?

Under Connecticut law, employees enjoy a very comprehensive statutory scheme (found here) prohibiting discriminatory practices in the workplace. Unless the employer and its agents (such as administration or management) have a “bona fide occupational qualification or need,” it is a violation of the General Statutes:

To refuse to hire or employ or to bar or to discharge from employment any individual or to discriminate against such individual in compensation or in terms, conditions or privileges of employment because of the individual’s race, color, religious creed, age, sex, marital status, national origin, ancestry, present or past history of mental disability, mental retardation, learning disability or physical disability, including, but not limited to, blindness.[6]

In addition, employees enjoy federal protection of their rights through such legislation as the Americans with Disabilities Act, the Rehabilitation Act, and the Family Medical Leave Act, to name just a few.

Discrimination on the basis of disability or another protected class is unfortunately a common occurrence in the workplace, but its prevalence in no way makes it lawful. If you are a teacher, coach, or any employee and you find yourself being the target of adverse employment action on any of the above bases, it is imperative that you consult an experienced and knowledgeable school or employment law practitioner. Should you have any questions regarding employment discrimination or other education law or employment law matters, please do not hesitate to contact Attorney Joseph C. Maya, Esq. He may be reached at Maya Murphy, P.C., 266 Post Road East, Westport, Connecticut (located in Fairfield County), by telephone at (203) 221-3100, or by email at JMaya@mayalaw.com.


[1] “Pat Summitt’s Early-Onset Dementia: Lady Vols Coach Resigns Less Than A Year After Diagnosis.” Published April 18, 2012. Accessed October 5, 2012: http://www.huffingtonpost.com/2012/04/18/pat-summitt-dementia-early-onset-alzheimers-memory_n_1435380.html

[2] Id.

[3] “Affidavit of Coach Pat Head Summitt.” Accessed October 5, 2012: http://www.documentcloud.org/documents/452632-pat-summitts-affidavit.html

[4] Id.

[5] “Pat Summitt Affidavit: Ex-Tennessee Coach Initially Felt Forced Out Of Job Over Early-Onset Dementia,” by Steve Megargee. Published October 3, 2012. Accessed October 5, 2012: http://www.huffingtonpost.com/2012/10/04/pat-summitt-affidavit-tennessee-coach-job_n_1937730.html

[6] Connecticut General Statutes § 46a-60(a). Accessed October 5, 2012: http://www.cga.ct.gov/current/pub/chap814c.htm#Sec46a-60.htm

NEW LAWS IMPACTING CONNECTICUT EMPLOYERS – WHAT YOU NEED TO KNOW

SEPTEMBER 20 @ 1:00 PM – 2:30 PM

Lauren A. Jacobson, Esq. and Robert G. Brody, Esq. will be presenting “New Laws Impacting Connecticut Employers – What you Need to Know” for the Fairfield County Bar Association.

About the Program 

The Connecticut General Assembly recently enacted a number of significant employment laws at the end of its recent regular and special sessions that will dramatically affect our state. This program will highlight the most prominent legislation passed, and provide important updates on what employers need to know. Topics will include, among others:

  • Mandatory Salary Range Disclosure for Applicants and Employees
  • New Sex Wage Discrimination Standard: Moving from “Equal” to “Comparable” Work
  • Covid Recall-by-Seniority Law for Certain Employees Laid Off in the Hotel, Food Service and Building Service Industries
  • New Workplace Rules for Regulating Recreational Marijuana
  • New Breastfeeding Guidelines
  • The CROWN ACT- “Creating A Respectful And Open World For Natural Hair” – Protection Again Discrimination Based on Race-Based Hair Styles

Click here to register.