Employment and Immigration Law
By NINA T. PIRROTTI
I have devoted a good part of my legal career to either conducting investigations or scrutinizing them. As a prosecutor, I investigated hundreds of cases, ranging from kidnappings to homicides. As an employment lawyer, I still investigate cases, now on behalf of employers.
By JONATHAN B. ORLEANS
Two recent decisions by Connecticut courts illustrate both the utility and some of the limitations of using the “fluctuating workweek method” to calculate the overtime pay for non-exempt employees who work more than 40 hours in a workweek.
By JAY MARSHALL WOLMAN
Jack Manager is having a bad day and gets a bit snippy with his subordinates — nothing huge or controversial. At the same time, due to approaching deadlines, Jack asks those subordinates to come in over the weekend to finish up some work.
By MARGARET J. STRANGE and SALLY WELCH ST. ONGE
Most employee handbooks contain some language limiting employees’ ability to share information. These common practices are coming under fire, however, in developing National Labor Relations Act (NLRA) guidance.
By MICHAEL N. LaVELLE
The Connecticut general statutes mandate a number of workplace protections for employees that in an earlier era would have been found only in collective bargaining agreements or voluntary corporate policies.
By STEPHEN W. ARONSON and IAN T. CLARKE-FISHER
In recent years, the number of actions filed under the federal Fair Labor Standards Act (FLSA) by current and former employees seeking to recover alleged unpaid wages and overtime payments from their employers has increased rapidly. More than 7,000 FLSA actions were filed in federal courts in 2011 alone, a record number, and more than three times as many as were filed a mere 10 years before.
By LAUREN M. SIGG
Foreign nationals who receive graduate medical education/training in the United States in J-1 status are subject to a two-year home residency requirement, which requires a two-year stay in their home country at the end of their education/training. Unless this requirement is fulfilled or waived, the physician is ineligible to change status to other non-immigrant visa categories, obtain an H or L visa, or adjust status to become a legal permanent resident.
By NICOLE A. BERNABO and PETER A. DAGOSTINE
The National Labor Relations Board, led by a Democratic majority for the last several years, has thrown a wide net over the scope of protected employee conduct, reaching beyond the traditional unionized workplace. In June 2012, the NLRB announced the development of a new Web page (www.nlrb.gov/concerted-activity) specifically dedicated to describing “the rights of employees to act together for their mutual aid and protection, even if they are not in a union.”