Hartford, Connecticut — In a recent development, three attorneys from McCarter & English — David X. Sullivan, Thomas J. Finn, and Gregory A. Hall — have taken on representation for Sunrun Installation Services. This move comes as the firm faces a civil rights lawsuit filed on September 4 in the Connecticut District Court. The lawsuit was initiated by attorney Robert M. Berke on behalf of George Edward Steins, a former employee of Sunrun who found himself embroiled in legal trouble following his departure from the company.
Steins claims his arrest and subsequent legal challenges, including charges of employing an unregistered home improvement salesperson, stemmed from a lack of communication by Sunrun to the Connecticut Department of Consumer Protection regarding his employment status. According to the lawsuit, Steins believes that if Sunrun had informed the department in 2017 when his employment ceased and he no longer held the company’s home improvement contractor license, the charges against him could have been avoided. These charges were ultimately dismissed in May 2024.
The suit raises significant questions about employer responsibilities and the protection of employee rights post-employment. This case touches on the obligations of companies to ensure proper communication with regulatory bodies concerning the status of their licenses and former employees.
The legal proceedings, presided over by U.S. District Judge Jeffrey A. Meyer, are listed under case number 3:24-cv-01423, Steins v. Sunrun, Inc. et al. The outcome could set a precedent for how similar cases are handled in the future, particularly relating to the clear communication between companies and state departments as a safeguard against unnecessary legal complications for former employees.
This lawsuit underscores the complexities and potential pitfalls awaiting companies in heavily regulated industries like home improvement. It also highlights the broader implications for labor practices, especially concerning the management of licenses and communication regarding employee status changes.
As the case progresses, it will serve as a critical test of the systems in place for protecting both individuals and organizations within the legal framework governing employment and corporate responsibility. It will also likely ignite discussions among legal and business professionals about how best to manage and navigate employer-employee relationships and the division of responsibilities in business operations.
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