Scope of Representation
Employer advice and counsel is compliance guidance for businesses managing employment law obligations before a claim or charge is filed. I advise Connecticut employers on terminations, handbooks and policies, leave and accommodation administration, and pay practices under Connecticut and federal employment law.
Matters Handled
- Terminations, discipline, and separation agreements
- Leave and accommodation requests (CT FMLA, federal FMLA, CT Paid Leave, ADA)
- Employee handbooks and workplace policies
- Non-compete, confidentiality, and executive employment agreements
- Wage and pay practice compliance
Terminations and Separation Agreements
I review the documented basis for proposed terminations and discipline: whether performance records, investigation files, and the employer's written policies are consistent with the stated reason for the action. CFEPA applies to employers with one or more employees. Separation agreements and final pay raise separate issues under Connecticut rules limiting wage deductions and governing when final wages are due.
Managing Leave and Accommodation Requests
Connecticut FMLA eligibility may begin after three months of employment under CGS § 31-51kk. Paid sick leave and CT Paid Leave impose additional requirements when leave or intermittent absence is requested. Accommodation requests require a documented interactive process, including what medical information may be requested, the record supporting a denial, and when continued leave constitutes undue hardship.
Handbooks and Employment Agreements
I review harassment, discipline, leave, and pay policies for consistency with Connecticut law and with the employer's actual practices. Employers with three or more employees must provide sexual harassment prevention training under CGS § 46a-54(15)(C). Non-compete and confidentiality covenants should be drafted narrowly; Connecticut courts may refuse to enforce an overbroad restriction rather than reform it. Executive and sales employment agreements require the same review before execution.
Proceedings & Forums
CHRO charges, EEOC notices, and DOL wage complaints require timely responses. A discrimination charge with the CHRO must be filed by the complainant within 300 days under CGS § 46a-82(e). Position statements and productions at the agency stage typically become part of the later litigation record.