Earlier today, the General Assembly gave final approval to two significant workplace bills that employers now need to focus on.
In this post, I’ll cover
AI Bill Passes General Assembly; Broad Workforce Bill Follows
Latest from Connecticut Employment Law Blog
AI in the Courtroom: Lessons for Employers and Their Counsel from the ABA ERR Conference
As I mentioned on Monday, I had the opportunity to recently attend the ABA Section of Labor and Employment Law’s ERR conference in Nashville. One program that stood out was a panel titled “AI in Action: Discovery and Motion Practice in Employment Law.”
If you’ve been reading this blog over the years, you know I’ve
General Assembly Poised to Consider Wide Array of Workplace Bills
The Connecticut General Assembly is back in session and, as has become an annual tradition on this blog, the Labor & Public Employees Committee is busy scheduling hearings on a wide array of bills that could significantly impact employers across the state. If you’ve been reading this blog for any length of time, you know
Did You Hear That? Smart Glasses, AI Voice Recorders and Workplace Recordings
Ten years ago, I discussed how smartphones made recording conversations easier for employees.
That post seems quaint compared to today’s technology—like that iPod I saw in a museum (and pictured here).
Now employers need to worry about devices like Plaud—sleek call recorders and AI note-takers—and Ray‑Ban Meta glasses, which record audio and video
A Court Just Confirmed What Employers Need to Hear: Your AI Conversations Are Not Privileged
If you’ve been following this blog, you know I’ve been writing about the intersection of generative AI and employment litigation for a while now. I’ve talked about updating litigation hold policies to account for GenAI data, and I’ve urged employers to start requesting plaintiffs’ AI conversation histories in discovery.
Well, a ruling this past
Four Fearless Employment Law Predictions for 2026
For many years, I’ve made predictions on what I think may happen for the upcoming year.
Some years, it was pretty predictable. But, to state the obvious, we’re living through some unpredictable times. Changes at the federal level have come mainly through executive orders and changes in enforcement priorities. It’s been many, many years, since
Discovery’s New Frontier: Requesting the Plaintiff’s GenAI Data
Yesterday, I talked about the obligations that employers have to preserve data. But let’s switch gears; in an employment discrimination claim brought against a company, an employee’s AI usage is fair game for discovery.
And by not asking for it in litigation, you just might be missing out.
ChatGPT alone has over 700 million weekly
Updating Litigation Hold Policies for the Age of Generative AI
I recently got back from the American Bar Association Annual Labor & Employment Law Conference — an event I’ve talked about before on this blog.
There were a number of great CLE programs — far too many to list. Not surprisingly, Generative AI remained a hot topic and the sessions caused me to continue to
You’re Not the Only One Using Generative AI
A new trend is appearing in HR offices and legal departments across the country: Employee complaints and legal documents that seem professionally written but show clear signs of being created with generative AI.
I’m not referring to employees getting legal advice from ChatGPT (which, as of this week, ChatGPT itself says it shouldn’t be used
AI & Hiring – The Laws Are Coming
With a college graduate in the family, I’m hearing first hand of the trials and tribulations of the current job market.
One of the items that I hear and read about, is the rising use of AI tools for screening and hiring.
There’s a big hole right now in regulation of this practice, with just