Author Archives: Elizabeth Acee

Is Religious Freedom on a Collision Course with Newly Gained Civil Rights?

Since the United States Supreme Court issued Obergefell in 2015, there have been dark predictions that religious freedom and other, more recently gained, civil rights protections are on a collision course. Recent developments might cause this course to run through the employment arena. In August, the Office of Federal Contract Compliance Programs (“OFCCP”) issued a directive to “incorporate recent developments in the law regarding religion-exercising organizations and individuals.” Specifically, the Directive aims to update federal policy to align it with recent Executive Orders and Supreme Court decisions.

Final Paycheck Laws – Getting It Right (Part II)

Unless you’re Donald Trump, you probably don’t like telling employees, “You’re Fired!” On the other hand, most employers do not like to hear that an employee is quitting. However, eventually the day will come when an employee leaves, and will be asking about his or her final paycheck. Many managers view the final paycheck as their last chance to get property back, or paperwork filled out. They often make this decision based on what they “feel” is fair and reasonable. Unfortunately, no matter how fair or reasonable their decision may seem, it must comply with state and federal law. Employers …

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Significant Change to CT’s Personnel Files Act

Connecticut law makers’ mad dash to the end of the General Assembly session, results in major changes to the State’s employee Personnel Files Act. Senate Bill 910, passed on May 24, 2013, makes a number of key changes that will impact how Connecticut employers discipline and terminate employees. The following provisions warrant particular attention:

Why Employers Should Care About Section 409A

Section 409A is a section of the Internal Revenue Code that provides comprehensive rules that dictate how nonqualified deferred compensation is taxed.  Very simply, “deferred compensation” is defined as a portion of an employee’s compensation that is paid out at a date after which the income is actually earned.  Some common examples of deferred compensation include pensions, retirement plans, and stock options.  The primary benefit of most deferred compensation is that the recipient is able to defer payment of applicable taxes to the date, or dates when the income is actually received. Why Should Employers Care? One major concern for …

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