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Connecticut Department of Labor and Training Releases Non-Binding Guidance on Recent Wage Law

December 14, 2021
The Connecticut Department of Labor

The Connecticut Department of Labor and Training has issued guidance regarding Public Act 21-30 (“the Act”) concerning the duty employers have to disclose wage ranges for vacant positions. This guidance is aimed at helping employers and employees understand the provisions of the Act that became effective on October 1st.

The Connecticut Department of Labor and Training has issued guidance regarding Public Act 21-30 (“the Act”) concerning the duty employers have to disclose wage ranges for vacant positions. This guidance is aimed at helping employers and employees understand the provisions of the Act that became effective on October 1st.


The purpose of the Act is to prohibit employers from failing to, or refusing to, provide the wage range for vacant positions. Employers must provide an applicant with the wage range at the earlier of either the applicant’s request or prior to, or at the time, an offer is made to them. Further, employers are prohibited from failing, or refusing, to disclose the wage range to current employees upon hire, a change in the employee’s position, or the employee’s first request for a wage range.


The Act defines wage range as “the range of wages an employer anticipates relying on when setting wages for a position, and may include reference to any applicable pay scale, previously determined range of wages for the position, actual range of wages for those currently holding the position, or the employer’s budgeted amount for the position.” The Act defines employer as “an entity within Connecticut using the services of one or more employees.” The provisions of this legislation apply to employees who work physically in Connecticut and to those who work remotely for an employer physically in Connecticut. Therefore, an employee who works remotely for an employer in Connecticut, but never steps foot in Connecticut, is covered under the Act.


In light of this recent guidance, Connecticut employers should review their policies and procedures to make sure they are in compliance with the Act’s requirements.


If you have questions about this guidance, or any other general employment issues, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

Massachusetts’ Superior Court Judge Rules Recording in Workplace Admissible

February 19, 2025
The Massachusetts Superior Court found that Massachusetts’ wiretap statue does not bar employers from using allegedly illegally obtained recordings in civil proceedings. In a recent case, an employee claimed she was forced to resign. Plaintiff’s coworker recorded an argument between the Plaintiff and her supervisor without her consent and shared it with supervisors. The employee then sued for discrimination and retaliation, along with two counts for violation of the wiretap statute. Massachusetts is a two-party consent state but, in this case, it was found that the consent of only one party was needed because nothing in the Wiretap Statute bars the use of an allegedly illegally obtained communication in a civil proceeding. The court found that the provisions about the use of illegally obtained communications in evidence are limited to criminal trials. However, depending on the court, results may differ, as this recording was central to proving and/or disproving the Plaintiff’s claim, and as such, the recording was indispensable as a piece of evidence. Issues with unauthorized recordings have been arising all the time in civil proceedings because recording devices are everywhere, whether they be a cell phone, laptop or other recording device. This ruling is good for employers, as if there is an otherwise inadmissible recording that is made that disproves an employee’s claims, it can be admissible as evidence if meets the same scenario above. However, employers must be careful to use these recordings as they may be inadmissible and may not show the same thing that the employer believes in the court’s eyes. This being said, it is prudent to consult an attorney before utilizing a recording for any employment action or in legal action to avoid unwanted consequences. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

After the DEI Executive Order

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