by Jill Saluck | Jun 25, 2018 | Arbitration Agreements, Jill Saluck, Newsletter, Uncategorized
Employers are opting increasingly for forced arbitration as a tool to prevent their employees from seeking justice against them in court. A form of private dispute resolution, an effective arbitration
by Mark P. Carey | Apr 20, 2018 | Age Discrimination, Disability Discrimination, Discrimination, Employment Contracts, Employment Counseling, Sexual & Gender Discrimination, Short & Long Term Disability, Uncategorized, Wage & Hour Topics, Whistle Blower
If you work in Connecticut, there are facts you need to know about when it comes to your employment rights. In this post we’ll cover the top 10 things you need to know as an employee in CT. 1. Employe
by Mark P. Carey | Jan 24, 2018 | Discrimination, Sexual & Gender Discrimination, Sexual Harassment, Uncategorized
If a woman makes a sexual harassment complaint to her employer, should the claim and the resulting settlement be confidential? The short answer is “no.” INTERNAL SEXUAL HARASMENT INVESTIGATIONS SHOULD
by Mark P. Carey | Oct 12, 2017 | Uncategorized
Unequal pay is an important concern for women in the workplace. According to a Pew Research survey, working women report that that equal pay is the top issue for them. Although under the Obama admini
by Mark P. Carey | Sep 11, 2017 | Arbitration Agreements, Discrimination, Employment Contracts, Mark Carey, Uncategorized
[Picture Attributed to the NYTimes] On Sunday, September 10, 2017, the New York Times published an article captioned as “Bridgewater’s Ray Dalio Spreads His Gospel of ‘Radical Transp
by Mark P. Carey | Oct 20, 2016 | Mark Carey, Uncategorized
On October 17, 2016, the NYTimes reported the following story, reprinted below in its entirety. As you know, I hate confidentiality, noncompetition and arbitration agreements that employers like Brid
by Mark P. Carey | Sep 29, 2015 | Mark Carey, Uncategorized
If you have a noncompetition agreement, it is not enforceable. Employers use noncompetition agreements mainly as a deterrence. In reality, employers know they are not enforceable and the courts feel t
