The reasons why an employer in Connecticut or elsewhere might want to classify a worker as an independent contractor are precisely the same reasons why many workers want to avoid the tag and be termed as regular employees.
As employees, we all want decent pay, attractive promotion opportunities, connection with a respected employer and strong company benefits.
We duly note at the proven Connecticut business law firm of Shepherd, Finkelman, Miller & Shah, LLP, in Middlesex, that many of our attorneys began their careers in the labor-law field and "are experienced with the full gamut of labor and employment matters."
If you're a Connecticut employer poised to respond to the results of a would-be employee's background check that reveals a past criminal conviction, there's no problem in simply stamping a "reject" rejoinder on his or her job application, right?
Despite the fact that there are many federal and state laws to protect against employment discrimination, this remains a big problem throughout the country.
They're not innocuous.
"[B]ake it into company culture."
Perhaps you're a female employee in an industry where companies pay full value for good workers, without regard to gender. That is of course only logical and how things should be in the American workplace, with no exceptions ever being made that harm women because they're … women.
Money, money, money.
In today's blog entry, we zero in on the above heading's reference to restrictive covenants from the comparatively narrow focus of so-called "noncompete agreements," which can occasionally comprise the central subject matter for a Connecticut court in a business litigation dispute.