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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?

Court Enforces Non-Compete Agreement to Protect Employer’s Business Interests

Webster Bank v. Ludwin, 2011 Conn. Super. LEXIS 127

Effects on a Non-Compete Agreement When a Company Splits and Grants a License to the New Entity

Multicare Physicians & Rehabilitation Group, P.C. v. Wong, 2006 Conn. Super. LEXIS 1351

Courts Cannot Extend Expired Non-Compete Agreements Under Connecticut Law

Aladdin Capital Holdings, LLC v. Donoyan, 2011 U.S. Dist. LEXIS 61095

Differences in the Enforcement of Non-Disclosure and Non-Compete Covenants

Newinno, Inc. v. Peregrim Development, Inc., 2004 Conn. Super. LEXIS 1160

Sexual Harassment in the Workplace: Defeating an Employer’s Defenses

A victim of sexual harassment in the workplace has certain available protections and remedies under Title VII of the Civil Rights Act of 1964, with respect to unwanted amorous advances, inappropriate touching, or an outright physical assault by another employee or co-worker.  Essentially, a victim of sexual harassment must prove in a civil lawsuit that the harassment was “sufficiently severe or pervasive” to alter the conditions of her employment, and that there was a specific basis for imputing the resulting hostile work environment to her employer (and not merely to the harasser).

What Should an Employee Do if He/She Believes He/She is a Victim of Discrimination in Connecticut?

What Should an Employee Do if He/She Believes He/She is a Victim of Discrimination in Connecticut?

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