Tag: Connecticut

How Connecticut NIL Agents Get Paid

Posted on by Kelly McElroy

With the rise of Name, Image, and Likeness (NIL) opportunities for student-athletes in Connecticut, the role of NIL agents has become increasingly important. These agents help athletes navigate endorsement deals, sponsorships, and other business ventures. However, many student-athletes and their families may wonder how NIL agents get paid in Connecticut and what rules govern these relationships.

Commission-Based Compensation

NIL agents in Connecticut typically earn a commission-based fee for their services, which means they receive a percentage of the compensation their clients (the student-athletes) earn from NIL deals. The exact percentage varies but commonly ranges between 10% to 20% of the athlete’s earnings from an endorsement or sponsorship agreement. These commissions are typically outlined in the contract between the athlete and the agent.

No Compensation for Athletic Performance

Connecticut law makes a clear distinction between NIL deals and compensation tied to athletic performance. NIL agents are not allowed to facilitate deals that pay athletes for their on-field or on-court performance. The agent’s earnings must be solely tied to the athlete’s commercial use of their name, image, or likeness.

Transparency and Disclosure

Under Connecticut’s NIL rules, both the athlete and the agent are required to fully disclose their relationship and any deals they enter into to the athlete’s educational institution. This ensures that there are no conflicts with existing sponsorships the school may have and that the school can confirm the legitimacy of the deals.

Additional Expenses

In addition to commission fees, NIL agents may also charge athletes for other business-related expenses. These can include legal services (e.g., contract review), marketing, and public relations. However, these expenses must be clearly outlined in the contract, and athletes should be fully aware of any additional fees they might incur.

Registered and Certified Agents

In Connecticut, it’s crucial that student-athletes work with licensed and registered agents who adhere to state laws and NCAA guidelines. Connecticut law requires that agents act in the best interests of their clients, providing fair representation and protecting the athlete from exploitative practices. Student-athletes and their families should vet their potential agents carefully to ensure compliance with state and NCAA regulations.

The Bottom Line

NIL agents in Connecticut typically get paid through commissions on the deals they negotiate for their clients. These arrangements provide agents with an incentive to secure the best possible endorsements for their athletes while ensuring that all agreements comply with both state law and NCAA guidelines. Athletes should carefully review agent contracts, fully understand the compensation structure, and ensure transparency to protect their interests.

For student-athletes in Connecticut, understanding how NIL agents are compensated is a crucial part of making informed decisions in this evolving landscape.

Big Changes in Unemployment Benefits: What Connecticut Employers Need to Know

Posted on by Kelly McElroy

The unemployment and severance law landscape is constantly evolving. Connecticut’s legislature recently passed Public Acts 21-200 and 22-67, aiming to enhance the financial stability of the Unemployment Insurance (UI) Trust Fund following the COVID-19 pandemic. Companies that operate in Connecticut should prioritize these changes, implemented on Jan. 1, 2024, as they profoundly impact employers and the labor force within the state.

This article will explore the modifications in unemployment benefits and severance pay, potential legal implications for noncompliance, and strategies to navigate the changes effectively.

 

Major Changes in Connecticut

Critical changes to Connecticut’s unemployment benefits include:

  • Disqualification of unemployment with severance – Previously, unemployment benefits and severance pay could be received concurrently as part of a separation agreement. Now, receiving severance pay for a specific period disqualifies the employee from unemployment benefits during that period.
  • Increased payment – The minimum weekly unemployment benefit payment has increased from $15 to $40. It will be subsequently indexed annually due to inflation. However, the minimum benefit will revert to $15, when the federal government provides a fully federally funded supplement to the individual’s weekly benefit amount.
  • Accrued vacation pay – An employee’s receipt of accrued vacation pay at the time of dismissal won’t disqualify them from unemployment benefits, assuming they meet other eligibility requirements. However, vacation pay issued during a shutdown period will still lead to disqualification or reduction in benefits.
  • Annual inflation adjustment – The minimum base period earnings requirement for unemployment benefits increased from $600 to $1,600 and will be subsequently indexed annually to inflation. However, the minimum base period earnings requirement will revert to $600 when the federal government provides a fully federally funded supplement to the individual’s weekly benefit amount.
  • Maximum unemployment benefit rate – This will be frozen from October 2024 through October 2028.

Connecticut employers must also note the tax changes, including the taxable wage base increase from $15,000 to $25,000, and ensure compliance.

 

Legal Ramifications for Noncompliance

Although the legal consequences may differ depending on the specific type of non-compliance, the most immediate outcome can be financial penalties. Falsifying or intentionally misstating employee hours or wages to reduce UI contributions can lead to significant fines and potential legal action. Failure to submit required UI reports or providing inaccurate information can also result in fines and potential audits from the Connecticut Department of Labor (DOL).

If an employer doesn’t submit the required paperwork or provides incorrect information, it can delay or deny UI benefits for laid-off employees. This can have severe financial repercussions for workers experiencing job loss. Failure to comply with UI regulations can negatively impact the employer’s rating, potentially leading to denials of future UI claims for affected employees.

Non-compliance with UI laws can result in a public record of violations, damaging the employer’s reputation and making it difficult to attract new customers and retain talent. In high-profile cases, non-compliance can lead to negative media attention and further damage to the employer’s brand and reputation.

There may also be other legal consequences, such as the DOL filing court orders requiring employers to comply with UI regulations. Employees or the DOL may bring civil lawsuits against employers for violating employee rights or the UI system.

 

Strategies to Navigate the New Laws

Although navigating the complexities of the new unemployment benefits changes requires careful consideration of your specific situation, here are some general strategies to consider:

  • Remain compliant – Familiarize yourself with the changes to unemployment insurance eligibility, employer tax rates and other relevant provisions to remain compliant. State agencies like the DOL offer information and resources to help employers and workers understand the new UI laws.
  • Stay informed – Since this recently came into effect and legal interpretations and penalties may still be evolving, it’s imperative that you stay informed about any updates and modifications to help you adjust your strategies as needed.
  • Review your internal policies – Update your company’s policies and procedures concerning layoffs, terminations and severance packages to align with the new laws. This includes documenting reasons for termination, eligibility for unemployment benefits and severance pay calculations.
  • Retain detailed records – All termination decisions, reasons for termination and communication with affected employees are critical and will be valuable in case of legal challenges.
  • Keep open employee communication – Be transparent with employees about the new laws and their potential impact on them. Consider holding informational sessions or providing written materials to explain the changes clearly. Open communication with employees can help avoid future disputes.
  • Seek legal counsel – Understanding the nuances of the new UI laws is necessary to ensure compliance and avoid potential legal issues. Likewise, legal counsel can assist you with appealing decisions, challenging tax assessments and negotiating agreements to protect your interests.

Remember, these are just general strategies. The approach you take will depend on your company’s specific circumstances. Consulting with a qualified employment lawyer who specializes in your jurisdiction is essential to developing a tailored plan for effectively navigating the legal complexities of these new UI laws. For legal inquiries, please contact us at Pastore LLC.

 

This article is intended for informational purposes and does not constitute legal advice.

 

(Joseph M. Pastore III is chairman of Pastore, a law firm that helps corporate and financial services clients find creative solutions to complex legal challenges. He can be reached at 203.658.8455 or jpastore@pastore.net.)