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Legal Articles, Employment

Application of FINRA Rules & Regulations for Bank’s Employment Agreement

Webster Bank, N.A. v. Cahill, 2009 Conn. Super. LEXIS 1672

Technology Company’s Non-Compete Found Enforceable on Grounds of Protecting Employer’s Interest and Commercial Operations

Xplore Techs. Corp. v. Killion, 2010 Conn. Super. LEXIS 2401

What Is the Law Controlling Drug Testing in the Workplace or in Public Schools in Connecticut?

What Is the Law Controlling Drug Testing in the Workplace or in Public Schools in Connecticut?

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.

Dismissal Process for Nontenured Teachers

Dismissal Process for Nontenured Teachers

Athletic Director’s Claim for Wrongful Discharge Undermined by At-Will Employment

In the case of Buscetto v. St. Bernard School of Montville, Inc., an athletic director sued a private school for wrongful termination. For the athletic director to succeed in a wrongful discharge claim, he must show the court that his termination violated an explicit statutory or constitutional provision or public policy. The school moved to strike the athletic director’s claim, arguing that the claim was legally insufficient.

Considering Teacher Evaluation Under Connecticut Law

Connecticut law governing teachers is rather extensive and goes into particular detail regarding employment, tenure, and notice and hearing on failure to renew or termination of contracts. See Connecticut General Statutes (C.G.S.) § 10-151. The process of evaluating teacher performance, particularly in light of the potential pitfalls as seen in Chicago, had already become a focal point of legislation in this State. At the present time, Connecticut law requires continuous evaluation of school teachers by every district, taking into consideration more factors than mere test results: 1) teacher strengths; 2) areas that need improvement; 3) improvement strategy indicators; and 4) numerous measures of student academic growth.[2]

Tenured Teacher Suffering Numerous Physical, Psychological Ailments Properly Dismissed

In a matter heard in front of the Superior Court of Connecticut in New Haven, a tenured teacher unsuccessfully appealed a school board’s (Board) decision to terminate her employment. The Court determined that the Board’s decision was not arbitrary or capricious, but rather was based upon sufficient evidence.

Brief Summary of Connecticut’s Teacher Tenure Law

Brief Summary of Connecticut’s Teacher Tenure Law

Contractual Rights for Teachers: An Overview

The law of contracts applies to contracts between teachers and school districts. This law includes the concepts of offer, acceptance, mutual assent, and consideration. For a teacher to determine whether a contract exists, he or she should consult authority on the general law of contracts. This section focuses on contract laws specific to teaching and education.

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