Employment & Labor Law
Employment law covers a complex network of laws that control how employers must treat employees, former employees, and applicants for employment. The goals of labor laws are to equalize the bargaining power between employers and employees. The laws also primarily deal with the relationship between employers and unions.
This practice area includes the representation of small labor associations during contract negotiations, as well as mediation, arbitration, and representation through the grievance process. It also includes representation on wage, labor, and employment discrimination issues before the Department of Labor and Commission on Human Rights Opportunities (CHRO) as well as civil litigation. Please see the mediation section for further explanation.
Many labor and employment issues arise from:
- Wrongful Termination
- Sexual Harassment
- Employment Contract
- Collective Bargaining Representation
- Termination Agreement
If you believe you have been discriminated against by an employer, labor union or employment agency when applying for a job or while on the job because of your race, color, gender, religion, national origin, sexual orientation, age, or disability, or believe that you have been discriminated against because of objecting to a prohibited practice or participating in an equal employment opportunity matter, you may file a charge of discrimination with the Equal Employment Opportunity Commission or with the Connecticut Commission on Human Rights and Opportunities.
If your employment has been terminated under circumstances which seem particularly unusual, you suspect illegal conduct, or you just want to be sure that you have examined your legal options before you move on, you should consult with an attorney.
If you have been subject to sexual harassment you should immediately seek legal advice on how to handle the situation, so as to preserve your right to sue in the event the company fails to take corrective action and the harassing conduct continues. An employer’s liability for sexual harassment is generally based on its failure to take prompt action to remedy the situation once it learns of the facts.
Employment contracts are often difficult to understand and negotiate on your own. Each contract requires a careful, focused, and thorough evaluation by an attorney who practices employment law.
Termination agreements are also called severance agreements and separation agreements. They often include non-disclosure or non-compete clauses. The agreement specifies the terms of your termination when you quit, get fired or laid off. It might waive some of your employee rights, such as your right to sue your former employer. Termination agreements are typically enforceable if they are reasonable in scope. Once signed it normally takes a court decision to determine whether or not a particular agreement is reasonable in scope.
If you have any questions or doubts or if you just want to verify the termination agreement is reasonable, you should consult an attorney before signing.
Collective Bargaining Representation
Our attorneys assist clients during all stages of the collective bargaining process. We assist clients in determining negotiation objectives and strategy, serve as chief negotiators, prepare bargaining proposals, and analyze union proposals.
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