Imagine a workplace in Connecticut or elsewhere in the United States that is centrally marked by unfairness and arbitrary behavior.
Last year, Americans celebrated the 25th anniversary of the passage of the Americans with Disabilities Act. Prior to 1990, individuals with physical and cognitive disabilities, as well as mental health conditions, were often openly discriminated against by employers and with regard to the infrastructure of both private and public buildings and schools.
The statistics are troubling; with an estimated one-fifth of all female college students reporting being the victims of sexual assault during their college careers. As these startling numbers have come to light, there's been an outcry on campuses across the country as students demand that college administrators do more to both prevent sexual assaults and punish those who are accused of committing such acts.
While they may not be as common in corporate America as they used to be, pensions can be a strong incentive for employees to stay with a particular company. In some instances, a pension will provide guaranteed income to a retired employee for a number of years after their service to the company has ended. Some employers pay a lump sum as a pension payment when employment ends.
From pharmaceutical companies to those that manufacture and sell medical devices, when it comes to providing hospitals and individual doctors with the types of equipment and medical drugs they need to help save patients’ lives, there are literally billions of dollars at stake. Unfortunately, some companies will go to great, not to mention illegal, lengths to ensure that they receive a piece of the pie.
In today's competitive business climate, companies must continually strive to recruit and retain the best and brightest. This is especially true in the tech industry which, from Amazon to Apple, has been the subject of numerous scathing news articles and employment lawsuits in recent years.
According to the U.S. Federal Reserve, U.S. consumers are burdened by more than $1.3 trillion in student loan debt. What's more, the number of students who are taking out federal student loans and amassing significant and often crushing amounts of student loan debt continues to increase as the costs of obtaining a college degree continue to skyrocket.
In many industries, it's customary for employers to require employees to sign some sort of non-compete agreement. Such agreements are intended to protect an employer’s business interests, proprietary information and to guard against competition. While, depending on the industry and specific company, non-compete agreements may vary in subject matter and scope; all must meet certain legal requirements.
Let's be honest, no one wants to or enjoys paying taxes. That being said, the penalties exacted by the U.S. government against tax dodgers are stiff and include hefty fines, criminal charges and time behind bars. Despite the high stakes imposed upon those who are charged with tax crimes, hoping to fly under the Internal Revenue Service's radar, every year U.S. citizens and companies alike engage in questionable or illegal activities to avoid paying their fair share of taxes.
Class action litigation in Connecticut and all other jurisdictions is well suited to achieving effective and widespread relief for large groups of employees who have been impacted similarly. Employee complaints against employers for matters dealing with wages, hours and discriminatory practices are in fact often pursued within the format of a class action. Where many employees suffer the same or similar effect from a discriminatory or improper employment practice, the class action can save substantial resources by obtaining relief for all affected employees in one representative action.