It is quite common to have some arguments or discrepancies between the employer and the employee. But very rarely we might need to get this case taken to the court. Thus, every employer or employee needs to understand the employment law. Because this is one that can help govern the relationship between the two parties. 

In terms of dispute that happens in the employment firm, it is very important for both parties to understand the law of employment. Because this will let them know where to stop. In such cases, an employment lawyer is the one who can fight for your rights and can take you through the employment law. Carey & Associates P.C. has been in this industry for many years and is termed to be the best in Connecticut employment law attorneys

Questions that are commonly asked by the clients

1. Does Connecticut follow the at-will employment clause?

Yes, just like the other 48 states, Connecticut does follow the at-will clause (except for the state of Montana). Here both parties can end their relationship at any time, at any cost. Except in cases when an unlawful act has taken place such as discrimination, retaliation etc.

2. Is any written terms and conditions to be given to the employee/worker?

The Act of 1996 (the Employment Right Act), says that there are certain terms and conditions that need to be written to the employee. This includes:

  • Company Name
  • Employee name, designation, location and date of joining
  • Employee salary
  • Days and hours of work along with the holidays
  • The duration of the project (how long the employee is hired for in case of a contract)
  • Probation period and the condition
  • Any other benefits

3. What are the laws to follow when you want to fire an employee?

Rightly speaking, in Connecticut there is no such law as firing an employee with a reason. Any employer can fire their employee without even giving them a reason to fire. But there is a law in Connecticut i.e. the Connecticut Personnel Files Act which says that any employer should have the file with all the details of the employee includes 

  • His employment details
  • Reasons and date of promotion
  • Any additional compensation given
  • Transfer and termination details
  • Disciplinary reasons. 

4. What should be done if there is any employment violation?

It is not easy to fight it out with your company on your own, if they have wronged you in any way. You will need someone will legal expertise on employment laws. Get in touch with a good lawyer to understand the steps that are involved to help you get justice or compensation.  You can then decide upon the further actions to be taken.


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