Legal Articles, Employment
Termination Does Not Invalidate A Non-Compete Agreement
Built In America, Inc. V. Morris, 2001 Conn. Super. LEXIS 2953
What Is A ‘Hostile Work Environment’ In Connecticut?
What Is A ‘Hostile Work Environment’ In Connecticut?
What Should an Employee Do if He/She Has Been Sexually Harassed in Connecticut?
What Should an Employee Do if He/She Has Been Sexually Harassed in Connecticut?
What Should an Employee Do if His/Her Employer Retaliates Against Him/Her for Reporting Discrimination in Connecticut?
What Should an Employee Do if His/Her Employer Retaliates Against Him/Her for Reporting Discrimination in Connecticut?
Denial of Additional Shifts Could Constitute Adverse Action for Retaliation Claim under Title VII
In a U.S. District Court decision, the Court found that a restaurant’s denial of an employee’s opportunity to work additional shifts could satisfy the adverse action requirement to support a Retaliation claim under Title VII. [1]
Employee Alleging Quid Pro Quo Harassment Could Not Show Her Termination Was Linked to Sexual Relations with Employer
In a Connecticut case from the Judicial District of Stamford-Norwalk, where a female employee was sexually involved with her employer, her claims of quid pro quo harassment and constructive discharge were dismissed because she could not demonstrate sex was an implicit condition of her employment and the cessation of their relations caused her termination.[1]
Court Allows Title VII Claim of Hostile Work Environment Where Sexual Relationship with Supervisor
In a Federal District Court case, the Court held that an employee engaged in a sexual relationship with her supervisor, of which other managers had knowledge, could proceed with a claim for hostile work environment and constructive discharge against her employer.[1]
The Equal Employment Opportunity Commission (EEOC) brought an action on behalf of three female former employees of a sports apparel retailer, alleging claims for sexual harassment by the store general manager, Fulton, and retaliation under Title VII of the Civil Rights Act of 1964. The employer, Finish Line, moved for summary judgment to dismiss the claims.[2]
What Must an Employer Do If an Employee Is no Longer Able to Do Her Job Due to Pregnancy in Connecticut?
What Must an Employer Do If an Employee Is no Longer Able to Do Her Job Due to Pregnancy in Connecticut?