West Hartford, CT
Employment and labor Lawyer at West Hartford, CT
Practice Areas: Employment & Labor, Discrimination ... +2 more
Normally, a release of claims is binding, unless there is some technical deficiency in the release itself, or you can prove fraud, duress or some...
Assuming you are an "at-will" employee, without an employment contract guaranteeing you particular hours or duties, an employer can change both at...
Typically, the agreement will trump a more general policy. Therefore, if the agreement states how a large commission will be paid, or makes no...
Normally designation of key employee status must be made at the time the leave begins, or when the employer is made aware of the need for leave,...
Given his chronic condition, he should be covered under the CT Fair Employment Practices Act if the town employs at least 3 employees, and the ADA...
Normally, the non-compete will be continuous. A typical non-compete will prohibit competition and soliciation during, and for some period after,...
Nothing can guarantee you protection from retaliation, however, if you have a non-disparagement clause it gives you grounds to sue for breach of...
Assuming you do not have an employment agreement that guarantees no change to your duties, title, or pay, an employer can alter your terms and...
Unfortunately, I see this scenario all too often, however, there is little that can be done legally when an employee is subjected to general abuse...
You may have a claim for defamation if you can show the prior employer's statements were false and made with malice. Malice is defined as ill...
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