Legal Articles, Employment
Ambiguous “General Release Agreement” and Global Restrictions Invalidate a CT Non-Compete
Connecticut Stone Supplies, Inc. v. Fresa, 2002 Conn. Super. LEXIS 4141
Two-Prong Test for Temporary Injunction for Breach of Non-Solicitation Agreement
Integrated Corporate Relations, Inc. v. Bidz, Inc., 2009 Conn. Super. LEXIS 2212
In Divorce Action, Family Business Deemed Marital Asset, Wife Entitled to One-Half Interest
In a divorce action, the Superior Court of Connecticut, Judicial District of Stamford-Norwalk at Stamford declared, as a marital asset subject to division, a business the husband formed and from which he officially retired but continued working for thereafter. The plaintiff wife and defendant husband were married for thirty-eight (38) years and resided in Stamford. The husband was the primary breadwinner and controlled finances within the marriage. Among a number of businesses and properties in which the husband held interest was one he formed in the early 1990s.
Court Enforces Non-Compete Agreement for Niche Water Purification Company
KX Industries, L.P. v. Saaski, 1997 Conn. Super. LEXIS 2444
In Sexual Harassment Claims, Court Will Consider the Totality of the Circumstances
Working in a hostile environment can be a very traumatic experience. Indeed, victims of sexual harassment often experience a pattern of mistreatment over an extended period of time. This may include physical or verbal abuse, and often includes overtly gender-specific conduct as well as behavior which on its face appears to be gender-neutral (behavior that while abusive, when considered independently, may appear to have nothing to do with one’s gender).
Sexual Orientation Can Give Rise to Hostile Work Environment Claim
By now, most employees are aware that they may not be discriminated against in the workplace based upon such considerations as race, gender, national origin, age, or disability. In a recent decision, the Connecticut Supreme Court added to that list workplace harassment because of sexual orientation.
Connecticut Courts Strike Down Unreasonable Non-Compete Agreements
Have you lost your job? Your career? This economy is brutal and has affected millions of Americans. Countless people have been fired or laid off, and a lot of folks are struggling to regain their livelihood, especially in the banking industry. The current job market is lean and extremely competitive, and as a result, finding a replacement job to make ends meet has become difficult. Remarkably, in some instances, it is not the economy that is preventing these folks from rejoining the ranks of the employed, but rather it is their former employers!
What to Know About Your Offer Letter
In Connecticut, an employment relationship is “at will,” unless governed by a contract. Employment at will grants both parties the right to terminate the relationship for any reason or no reason, at any time. But what about employment pursuant to an offer letter? Here are a few things you need to know about an offer letter and its terms.
Harassment at Work: Young Employees are Vulnerable and Should Know Their Rights
In her mid-20s, Melanie Chalwell worked for a boss who was constantly hitting on her. Whenever she talked to him, he tried to brush up against her.
He asked Chalwell to go to his house and other places with him. At the time she thought it was funny and liked the attention.
But the Yonkers, N.Y., resident, who now works at the Danbury Fair mall, says she also knew it was inappropriate. And today, looking back on what happened, she sees the situation really was “weird.”
What To Know About Your Severance Package
During these economic times, many companies big and small, are facing the hard reality of layoffs. As hard as it is for companies, it is even harder for employees. Faced with no job and a bare economy, accepting a severance package might seem like the best choice. But before signing anything, it is important to understand the basics of the severance package and the potential rights that might be relinquished in the process.
