Articles

Part One in a Five Part Series – Originally published by Rockland County Business Journal, September 2019. New York State has long required employers to provide written notice to employees who leave the company – regardless …

Almost two years later, the #MeToo movement is still in full swing.  Employers across the country are still seeing and feeling the consequences in very real ways.  In the latest example, arbitration of sexual harassment …

Brody and Associates, LLC is excited to announce Bob Brody and Kate Bogard will be speaking on the Employer Minefield in the #MeToo Era on September 4, 2019 at the newly transformed Westport, Connecticut library. …

We are pleased to announce our very own Kate Bogard will be speaking at the WC2020 Women’s Conference on September 13th in Stamford, Connecticut.  Kate will be discussing best practices for employers in the #MeToo …

The United States Department of Labor announced updates to the Notification of Employee Rights Under Federal Labor Law poster federal contractors and subcontractors are required to post.  To be compliant, affected employers must use the …

The impact of leave on an annual bonus calculation often perplexes employers (and rightfully so).  When calculating the amount of a bonus, can the employer take into account an employee’s absence for part of the …

The Equal Employment Opportunity Commission (“EEOC”), the federal watchdog for employment discrimination claims, released their long awaited charge statistics for fiscal year 2018.  As we have written the last three years, retaliation claims continue to …

Unless you have been living under a rock the last decade, you are aware the United States is dealing with a major opioid epidemic.   According to the Centers for Disease Control and Prevention, more than …

Late last week, Connecticut Governor Ned Lamont signed into effect a law that will change the sexual harassment training and posting requirements for businesses across the state.  For years, the law has required Connecticut employers …

On April 24, the U.S. Supreme Court decided, in a 5-4 decision, that ambiguous language in an arbitration agreement within an employment contract could not serve as a basis to compel class arbitration under the …