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(photo) Mirick O Connell announced that
Amanda Baer, of Boylston, has been admitted to the partnership in the firm s Labor, Employment and Employee Benefits Group.
“Amanda joined the Firm nearly 10 years ago and over that time has developed into a key member of the Labor, Employment and Employee Benefits Group,” according to David Surprenant, managing partner of Mirick O’Connell.
Baer regularly advises employers on a myriad of human resources issues, drafts handbooks and policies, leads manager-level trainings, and drafts all types of employment-related agreements. She also conducts independent investigations into allegations of discrimination, harassment, and retaliation.
Jackson Lewis attorneys will appear in Connecticut Supreme Court on Wednesday, facing off against the Connecticut Commission on Human Rights and Opportunities, and will argue that women-only workout areas in gyms do not violate state anti-discrimination law.
Earlier this month,
The CABE Journal (see page 11) published a portion of an article by our own Zach Schurin entitled “Native American Mascots: An Emerging Legal Landscape” that examines the legal issues that Connecticut schools with Native American team names and mascots should consider.
This is Part 2 of the article. Part 1 can be found
Title VI of the Civil Rights Act of 1964
The Civil Rights Act of 1964 was the cornerstone of President Lyndon Johnson’s historic civil rights efforts. While Title VII prohibits discrimination in employment and is perhaps the most familiar part of the law, Title VI of the Act applies to programs and activities that receive federal financial assistance and therefore applies to virtually every public school in the country. By its text, Title VI provides that “[n]o person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to dis
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The Connecticut Commission on Human Rights and Opportunities (CHRO) recently extended the deadline for employers to complete sexual harassment training as required under the Time’s Up Act (the Act). Employers are not required to request this extension; it is a blanket extension to April 19, 2021.
The Act, which went into effect on Oct. 1, 2019, established new rules and requirements for sexual harassment training. Previously, only employers with 50 or more employees were required to provide sexual harassment training to supervisory employees. Under the new requirements, employers with three or more employees were required to provide all employees hired on or after Oct. 1, 2019, with two hours of training within six months of their hire date, and existing employees with two hours of training by Oct. 1, 2020. The latter deadline has been extended several times due to the COVID-19 pandemic, most recently to April 19, 2021.
Bridgeport Vazzy s under Labor Department investigation
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The original Vazzy s restaurant on Broadbridge Road in Bridgeport, Conn. on Thursday, February 18, 2021.Brian A. Pounds / Hearst Connecticut MediaShow MoreShow Less
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Chef Andrew Testa, left, of Let Out Village Eat (L.O.V.E.), and Johnny Vazzano of Vazzy’s Restaurant grill sausage and peppers and other items as they prepare meals for delivery to area hospitals workers, in Bridgeport, Conn. May 7th, 2020, part of the Grubs for Scrubs charity.Ned Gerard / Hearst Connecticut MediaShow MoreShow Less
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BRIDGEPORT State labor watchdogs are formally probing Vazzy’s restaurant for potential violations of workplace laws.