Andrés Jiménez-Franck is an associate in Pullman & Comley’s Labor, Employment Law and Employee Benefits Department and represents a wide variety of clients, from small business owners to large companies, in state and federal court, mediation and arbitration. Andrés regularly represents clients before the Connecticut Commission on Human Rights and Opportunities and other state and federal agencies to defend against discrimination and retaliation claims brought against employers. He counsels employers to ensure they are in compliance with state and federal laws, and crafts a wide variety of employment policies to promote a productive and inclusive workplace. Andrés advises clients on state and federal leave laws and wage and hour compliance, and has prepared various agreements, including noncompetition and non-solicitation agreements, independent contractor, employment separation, and confidentiality agreements. Andrés also provides diversity, equity, and inclusion training for managers. Andrés is experienced in the prosecution and defense of general civil commercial litigation matters.
Andrés earned his J.D. from the University of Connecticut School of Law and while in law school was a member of the Asylum and Human Rights Clinic, where he successfully obtained political asylum for his client. Andrés served as the membership editor of the Connecticut Public Interest Journal and was also the president of the Latino Law Student Association. Andrés received his B.A. from Western Connecticut State University in Justice and Law Administration and participated in the State of Connecticut Judicial Branch Experimental Learning Program where he reviewed and audited docket files.
Connecticut Hispanic Bar Association - Treasurer, Board of Directors
Appointed to the Connecticut Bar Association Presidential Fellows Program (2021-2023)
City of Hartford Planning & Zoning Commission and Inland Wetlands Commission - Commissioner
Honors & Recognitions
Selected to 2022 National Employment Law Council (NELC) Academy
- Successfully defended an employer against a charge of illegal discrimination filed with the Equal Employment Opportunity Commission and Connecticut Commission on Human Rights and Opportunities by its former head of human resources. The former employee’s complaint was dismissed and not retained after the Commission on Human Rights and Opportunities determined that it failed to state a claim for relief.
- Briefed and second chaired a motion to set aside a default judgment entered against a client in federal court. After hearing live testimony on the issue of service of process, the court granted the motion to set aside the default judgment after determining that the suing party failed to carry its burden that it properly served the client with the complaint.
- Briefed and argued a motion to strike all claims asserted against a client in Connecticut Superior Court. The court struck claims asserting negligence, negligent infliction of emotional distress, and unfair trade practices in violation of state law against the client.
- Successfully obtained the dismissal of a complaint filed against a Board of Education in Connecticut Superior Court, where the plaintiff failed to properly serve the Board of Education according to state law.
- Assisted a non-profit board of directors defend against a former employee’s claim for unemployment benefits. Attorney Jiménez-Franck guided the non-profit employer through the unemployment process as the former employee appealed a determination of ineligibility, and was eventually determined to be ineligible for benefits.
- Successfully defended a client who was named as a defendant in a summary process action and did not have a lawyer representing her in the matter. Once Attorney Jiménez-Franck filed his appearance, he prepared a defense for the client, and the plaintiff-landlord withdrew all claims against the client after the client issued discovery requests and filed her amended answer and special defenses to the claim made against her.
- Prosecution and defense of corporate clients from claims of unfair trade practices.
- Prosecution and defense of applications for prejudgment remedy under Connecticut state law.
- Successfully defended against motions for reconsideration filed by plaintiffs in cases decided on summary judgment and after trial in Connecticut Superior Court.
News & Insights
- Don’t Just Leave Leave Alone: Whether You Have 1 Employee or 100, Private Employers Must Act Quickly to Comply with Changes to Connecticut’s Family and Medical Leave Law01.14.2022
- Dealing with Religious Objections to Mandatory COVID-19 Vaccination Requirements: The EEOC Issues Clarifying Technical Assistance for Employers10.26.2021
- A Critical Warning to Federal Contractors and Subcontractors with Unvaccinated Employees: Time is Running Out to Comply with President Biden’s Vaccination Mandate10.21.2021
- Recent Changes to CDC Guidance May Allow Employers to Safely Return Employees Exposed to COVID-19 to Work in Fewer Than 14 Days12.14.2020
- One Size Doesn’t Fit All: New EEOC Guidance Cautions Employers to Take an Individualized Approach in Returning ‘At-Risk’ Employees to Work in the Wake of COVID-1905.27.2020
- User Beware! New York State Joins Connecticut in Requiring Employers to Notify Employees of Electronic MonitoringWorking Together, 02.22.2022
- Dealing with Religious Objections to Mandatory COVID-19 Vaccination Requirements: The EEOC Issues Clarifying Technical Assistance for EmployersWorking Together, 10.26.2021
- Connecticut Employers Required to Disclose Wage Ranges to Employees and Job Applicants and Ensure Male and Female Employees Receive Comparable Pay for Comparable WorkWorking Together, 08.06.2021
- Employees Splitting Working Time Between the Office and Home? The DOL Reminds Employers About the Rules on When Commute Time is Compensable in the New Age of TeleworkWorking Together, 03.03.2021
- Pandemic Pandemonium (Summer Vacation Edition): How the Governor’s Latest Executive Order Complicates FFCRA Leave for EmployersWorking Together, 07.06.2020
- Working Together, 06.19.2020
- Working Together, 06.08.2020
- One Size Doesn’t Fit All: New EEOC Guidance Cautions Employers to Take an Individualized Approach in Returning ‘At-Risk’ Employees to Work in the Wake of COVID-19Working Together, 05.28.2020