Connecticut Employment Law Attorney

Laws governing the workplace are some of the most complex and far-reaching in the United States. Taken as a whole, these laws set a standard for how employers must treat workers, and violations of these laws may result in litigation and/or compensation.

Because these laws are wide-ranging, however, most workers have only limited awareness of where and when they apply and the protections they afford.

With that in mind, let’s take a closer look at general employment law, what it means for the average worker and how victims of employment law violations can receive fair compensation.

Employment Laws 101

Federal employment laws cover almost all activities affecting businesses and workers. These statutes and regulations are administered by the U.S. Department of Labor, and are grouped into several broad categories, along with some additional laws that are applicable only to specific industries.

Those laws are categorized in the following manner:

  • Laws governing wages and hours worked. Employers are required to abide by federal standards in terms of the U.S. minimum wage and overtime pay. These rules are laid out under the Fair Labor Standards Act, which also has prohibitions against child labor and mistreatment of workers with disabilities. The Consumer Credit Protection Act has rules governing wage garnishment and the Migrant and Seasonal Agricultural Worker Act protects workers who perform episodic farm labor.
  • Laws governing safety and health standards. Most workers are familiar with the OSHA, the Occupational Safety and Health Administration. Many of the laws and regulations OSHA enforces were passed as part of the Occupational Safety and Health Act, which protects workers from unsafe practices. The Fair Labor Standards Act also has provisions protecting worker safety. Violations of these laws may result in litigation.
  • Laws governing health and retirement benefits and workers compensation. Workers are granted time off under certain circumstances by the Family Medical Leave Act. If employees are not granted their legally guaranteed time off, employers may be sued. Additionally, rules governing benefits packages are listed under the Employee Retirement Income Security Act.
  • Laws and rules governing other workplace activities. Federal statutes are in place that protect corporate whistleblowers from retaliation. Other statutes restrict the instances in which polygraph machines may be used, protect the right to organize as a union and require companies to offer retraining opportunities when closing plants or instituting mass layoffs.
  • Laws governing contractors and non-citizens. In addition to the above laws, we also have a patchwork of statutes and regulations that govern the national work visa system and the process of working for the government as a contractor. These laws also protect against discrimination in the awarding of contracts, and enable the government to set aside a certain number of contracts specifically for defined classes (veterans, minorities, women etc.).
  • Laws applicable to single industries. The agriculture, mining and construction industries have their own sets of federal laws protecting worker rights. These include compensation for miners with black lung disease, safeguards for migrant labor in the farm sector and safety standards and non-discrimination rules in the construction industry.

Connecticut State Employment Laws

In addition to federal worker protections, the state of Connecticut has its own employment laws. For example, the minimum wage in Connecticut is roughly 30-percent higher than the federal minimum wage.

Connecticut also has laws governing overtime, meals and breaks, sick leave, voting leave, holiday leave, severance pay etc. The state also has statutes that outlaw workplace discrimination and ensure that workers have a certain amount of time available for family and medical leave.

In some cases, state laws in Connecticut are stronger than federal worker protections. Connecticut is one of only a dozen states to have its own Family Medical Leave Act. In some cases, state workers can have the time off guaranteed by both federal and state law run consecutively.

Connecticut state law allows workers to take time off to care for parent-in-laws, whereas federal law does not, for example. Under this scenario, a worker could use her mandated state time off to care for a parent- in-law, then use her federal time for herself.

How Brickley Law Protects Connecticut Residents Against Employment Law Violations

Employment laws play a critical role in keeping workers free from physical harm and workplace discrimination. However, employment laws are also quite complex, covering a multitude of issues both at the state and federal level.

If you’ve been the victim of workplace negligence, discrimination or illegal treatment, or been terminated from your job and need help negotiating a separation agreement or your employer has failed to pay your proper wages and/or overtime, Brickley Law can help. We understand how traumatic such experiences often are, and we have the experience to handle even the most complex and challenging cases.

Contact us today for a free consultation.

Past Verdicts & Settlements

Violation Drug Testing Statute

Our client, a prospective employee, received a confidential amount in settlement of a violation of the Connecticut drug testing statute.

*Prior results do not guarantee a similar outcome.

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Pregnancy Discrimination

Our client received a confidential amount in settlement of a pregnancy discrimination claim and a wage claim.

*Prior results do not guarantee a similar outcome.

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Pedestrian Accident

Insurer settled for policy limits after pedestrian client struck by car.

*Prior results do not guarantee a similar outcome.

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See More Verdicts & Settlements

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