Implementation of IEPs in Connecticut
This post is part four in a series of five discussing Individualized Education Programs (IEPs) in Connecticut. Our prior posts in this series introduced IEPs (Part 1) and discussed the differences between IEPs and 504(b) plans, and the development of the IEP...
“Direct Actions” in Connecticut: A Narrow Path for Tort Plaintiffs to Pursue a Defendant’s Insurer
Tort plaintiffs sometimes sue individuals, small businesses, or other entities whose ability to pay a judgment may be in question. One common example is a construction accident: A worker is injured and plans to sue the owner of the premises where it happened, along...
Non-Disclosure Agreements in the #MeToo Era
It is not often that employment law sees mass media headlines, but non-disclosure agreements or “NDAs” have seen quite a lot of coverage in the past few years. Harvey Weinstein is alleged to have used them to keep victims quiet after settlements, and President...
Update on Non-Competition Agreements in Massachusetts
Culminating a tumultuous, years-long effort, the Massachusetts legislature has passed legislation that regulates and limits the ability of employers to impose most types of non-compete agreements. The legislation is expected to be signed by the Massachusetts Governor...
IEPs Part 3 of 5: Development of IEPs and IEP Requirements
This is part 3 of 5 in a series of posts related to IEPs. (Click for Parts 1 and 2.) The IEP is a “written statement for each child with a disability that is developed, reviewed, and revised” pursuant to federal law. For students identified as eligible for special...
Should I Hire an Employment Lawyer?
A lot of lawyers will answer the question along the lines of “Yes, absolutely.” But this may be self-serving jib-jab. In fact, your decision whether to hire an attorney should always be a function of your specific circumstances. That sounds cliche, but it is...
New York Update: Expansion of Paid Family Leave
JD Supra reports on the likely expansion of New York Paid Family Leave (NYPFL) to certain situations involving bereavement: The first bill would make NYPFL available for bereavement upon the death of an employee’s family member. Under NYPFL, "family member" includes...
IEPs Part 2 of 5: Knowing the Difference Between IEPs and 504 Plans
[This is part 2 of 5 in a series of posts related to IEPs. Part 1 is here.] The terms “504 Plan” and “IEP” are frequently referenced as though they are synonymous. This often happens because children who are eligible for an IEP are also eligible for a 504 Plan....
Act Promptly to Address FINRA Form U5 Issues Upon Termination
In the securities industry, an issue that frequently arises when there is a termination of employment is the “Uniform Termination Notices for Security Industry Registration”) (“Form U-5”). This Form impacts any “Associated Person” under FINRA Rule 1011(b) and...
An Employee’s Quick Guide to Severance Discussions
Connecticut law holds that, absent a contractual arrangement such as a collective bargaining agreement or an employment contract, employment is “at will.” This means that an employer can generally terminate an employee for any reason at any time, unless the reason is...