There have been some developments in Connecticut employment law in the years (late 2009 to the beginning of 2012) since I wrote the book. Among the developments: Connecticut passed a transgender protection law. My book anticipated—and warned Connecticut employers—that Connecticut might try to pass a transgender protection law. A transgender protection law gives an employee the right to dress like the opposite gender at work and in many other places. If a male employee sincerely identifies more with the female gender than the male gender, he will have the right to wear a dress or skirt at work if he wants to; his employer will have no right to fire him for wearing a dress or skirt and no right to force him to wear pants at work. If this law sounds ridiculous, then you should have opposed passage of this law. For some reason—apathy, inaction, ineffective action, or other reason—Connecticut employers allowed their lawmakers in 2011 to pass this law. This law is Public Act No. 11-55. The law took effect on October 1, 2011. In my book, on pages 53, 116-117, and 124-126, I explain why, in my opinion, transgender protection laws are bad for employers. I guess Connecticut employers didn't read my book. Or maybe Connecticut employers don't care if a man comes to work wearing a dress. 

Connecticut also passed a law in 2011 requiring some employers with 50 or more employees to give employees some paid sick time. My book is about discrimination in the workplace, which is a somewhat separate topic from paid sick leave. So my book does not discuss sick leave except as it relates to employees with disabilities.

My book suggests that Connecticut employers request their legislators to enact a cap on damages in employment discrimination lawsuits. My book devotes 25 pages (pages 142-167) to this topic. I don’t know whether any employers have done what I suggest. Such a cap would, I believe, significantly reduce the number of employment discrimination lawsuits in Connecticut, reduce the amount of money paid in such lawsuits in Connecticut, and reduce lawyers’ fees (fees that employers pay to lawyers in such lawsuits) in Connecticut. Such a law would be very helpful to Connecticut employers. Will Connecticut employers try to get such a law enacted? That is up to Connecticut employers.

The book's Conclusion, entitled "When the Only Color is Green" (pages 168-178), offers tips to help, and hopefully inspire, employers to do what is best and profitable for their company without violating the legal rights of their employees.