Practice Areas
Employee Advice & Counsel
Guidance for Connecticut employees on responding to HR, reviewing separation agreements, and understanding your rights before a dispute arises.
What I Offer
I provide confidential advice and counsel to Connecticut employees who need to understand their legal rights regarding a specific workplace issue, such as a severance agreement, non-compete, or an internal HR investigation.
What Employee Advice & Counsel Is
Employee advice and counsel is a form of legal service focused on helping employees understand their rights and obligations in specific workplace situations, often before a formal legal dispute begins. This can include reviewing and negotiating separation agreements, assessing the enforceability of a non-compete clause, or strategizing how to respond to a performance improvement plan. The goal is to provide clarity and guidance so the employee can make informed decisions, preserve their rights, and navigate challenging circumstances without immediately resorting to litigation.
Additional Information
Responding to Your Employer
An email to HR, a response to a performance improvement plan, or a meeting about separation are moments when the decision is still reversible. I advise on what your employer is asking for, what deadlines apply, what to document, and how to respond before you lock in a position. Once you resign or sign a release, many of those options close.
I do not take every matter. If the facts or timeline do not support a claim, I say so.
Reviewing Severance and Employment Agreements
A severance offer trades money or benefits for releasing claims. The specific language matters more than the headline amount. For workers age 40 and older, federal law requires minimum review and revocation periods. I review what claims you would waive, whether you have room to negotiate, and what terms are open to discussion.
Connecticut courts enforce non-competes only when they are reasonable in scope, time, and geography. An overbroad restriction may be struck down in full. I review employment agreements and non-competes before you sign, and advise on enforceability after termination.
Understanding Leave and Pay Rights
Leave and pay questions often turn on Connecticut rules that differ from federal law. State FMLA eligibility can begin after three months of employment (CGS § 31-51kk), not twelve. Misclassification and wage deductions are governed by the state wage statutes and DOL process.
Navigating Filing Deadlines
A discrimination charge with the Connecticut Commission on Human Rights and Opportunities must be filed within 300 days of the act (CGS § 46a-82(e)). That deadline is jurisdictional. Whether to file with the CHRO, EEOC, or both -- and in what order -- depends on the claim and what remedy you need. Make that decision before you file.
Dates, witnesses, emails, and screenshots matter. Documentation while events are fresh is usually what separates a viable claim from a disputed record.
How Engagements Work
Advisory work is billed at the hourly rate on the Fees & Services page. Most matters are a single consultation with follow-up; some require negotiation or representation in a CHRO, EEOC, DOL, or unemployment hearing matter.