At first glance, Joan Bennett Kennedy’s Back Bay home may not appear all that unusual, but the endless stories held within its walls illustrate how a sacred space became one woman’s shelter from the storm.

After divorcing Ted Kennedy in 1982, Bennett Kennedy returned to Boston and moved into 250 Beacon St. #10, and remained there for more than four decades until her death at age 89 in October. Now, her three-bedroom, three-bathroom home, which measures 2,075 square feet, is on the market at $2.59 million.

“Her home really played an important part in the transformation of her life,” her son, Ted Kennedy Jr., told the Globe. “She was a newly divorced woman coming back, trying to reestablish her roots in Boston, and she had her music, which was part of her unique identity, apart from being married to my father. She was seeking to reinvent herself and live on her own terms.”

It was there at 250 Beacon where Bennett Kennedy restarted her life. She earned a master’s degree in music education at 44, and became a staple on the Boston classical music scene, thanks to her lifelong dedication to the piano. But it was also where she faced significant struggles, ranging from depression to alcoholism. She didn’t hide her battles at a time when they weren’t commonly discussed.

“She paved the way for many other women who were suffering in silence,” said Kennedy Jr. “The Boston community just took her in and provided her with friendship and support.”

The circa-1925 building features an elegant lobby that leads to the elevators. Inside the fifth-floor unit, a foyer flows into a hallway and into the spacious living room, where hardwood floors run throughout and a wood-burning fireplace sits under a unique carved mantel surrounded by marble. But it’s the windows that capture the eyes, with views of the treetops and the Charles River in the distance.

“She would sit at her piano in the condo every afternoon for hours,” said Kennedy, who noted that the home later served as the spot where his mother penned “The Joy of Classical Music,” a guide for introducing classical music to families. Prominent musical figures, including John Williams, Seiji Ozawa, and Arthur Fiedler, were frequent guests.

The open floor plan continues in the dining area and library, filled with built-in bookcases and oversized windows.

The living room fireplace is two-sided; on its opposite side is the primary bedroom suite, with built-in bookshelves and a massive bay window with beautiful views. The primary suite features an en-suite bathroom with a pink vanity.

“These front rooms, all three of them, the amount of glass and the size of these windows are just magnificent,” said Linda Barrett of Douglas Elliman, who has the listing and knew Kennedy for years. “Being on the fifth floor, she sat right at the tree line, looking at the Charles River.”

A second of three full bathrooms has elegant marble tiles and a step-in shower. Across the hallway are two closets for storage and the galley kitchen with green/blue cabinetry and stainless steel appliances.

There are three bedrooms, one with teal carpeting and ample built-in storage.

The home has central air, and the building has a live-in superintendent. The fee is $1,725.39 per month. The piano is not included as part of the sale.

Megan Johnson

Correspondent

Megan Johnson is a Boston-based writer and reporter whose work appears in People, Architectural Digest, The Boston Globe, and more.

The following article was submitted by Brody and Associates, LLC. It is posted here with permission. 

The Connecticut legislature passed broad artificial intelligence legislation May 11, 2026 that includes a new framework governing the use of AI in employment-related decisions.

The bill, known as SB 5, is awaiting Gov. Ned Lamont’s signature, which is expected shortly.

Once enacted, Connecticut will join a growing list of jurisdictions that are imposing transparency and accountability requirements on employers that use AI tools in recruiting, hiring, promotion, discipline, scheduling, and termination decisions.

The statute regulates what it calls automated employment-related decision technology.

In general, AEDT refers to technology that processes personal data and generates an output that is a substantial factor in an employment decision.

The definition is broad enough to potentially cover resume-screening software, applicant ranking systems, video-interview analytics, skills assessments, productivity tools, and certain workforce management platforms when those tools materially influence personnel decisions.

What Does the Law Require?

The purpose of the law is to reduce the risk that algorithmic systems will continue or worsen historic discrimination while also giving applicants and employees more visibility into how these systems are used.

One of the most important features of the new law is its notice requirement.

Beginning Oct. 1, 2027, employers that deploy AEDT intended to interact with applicants or employees must disclose, in plain language, that the individual is interacting with such technology unless it would be obvious to a reasonable person.

When the tool’s output will be used as a substantial factor in making an employment-related decision, the employer must also provide a written notice before the decision is made.

Notice must identify the purpose of the tool, the categories and sources of personal data being analyzed, how data will be assessed, and contact information for the employer.

If such employment-related decision is “adverse,” employers must provide a high-level statement disclosing the principal reasons for the decision, including “the degree to which, and manner in which” an AEDP output contributed to the decision, the type of data used, and the right to examine or correct such data.

The law does include protection for proprietary or trade secret information, but employers should not assume that vendor confidentiality excuses them from compliance.

If an employer withholds certain information regarding the AEDP based on a third party’s confidentiality claim, the employer must nevertheless disclose that the information is being withheld and identify the legal basis for the withholding.

As a practical matter, this means employers that rely on outside vendors for screening, testing, or candidate evaluation should begin reviewing vendor contracts now to ensure they can obtain the information needed to satisfy Connecticut’s notice obligations.

Anti-Discrimination and Related Obligations

The law also makes clear employers cannot avoid liability by blaming an algorithm.

Connecticut’s anti-discrimination framework will expressly provide the use of AI or automated systems is not a defense to a discrimination claim.

In other words, if an AEDT disproportionately screens out candidates or influences decisions in a way that has an unlawful discriminatory effect, the employer may still be responsible even if the challenged output came from a third-party platform.

This provision reinforces a principle regulators have increasingly emphasized nationwide: employers remain accountable for employment decisions, whether those decisions are made by people, software, or a combination of both.

What Employers Should Do Now

For employers, the immediate takeaway is AI governance can no longer be treated as an IT issue.

Human resources, legal, compliance, and procurement teams should collaborate to identify all tools used in recruiting or personnel management, assess whether those tools materially affect employment decisions, and determine what disclosures this new law may require.

Employers should also assess whether internal policies, vendor agreements, and recordkeeping practices are sufficient to support compliance.

Even companies that already use AI responsibly may need to formalize review procedures, conduct bias testing, and create documentation explaining how automated outputs are considered by human decision-makers.

Connecticut’s new law reflects a broader regulatory trend: employers may continue using AI, but they must do so transparently, carefully, and with meaningful human accountability.

About the authors: Robert Brody is managing partner at Brody and Associates, LLC, which he founded in 1997. Matthew Chiota is a law clerk at Brody and Associates, awaiting admission to the Connecticut and New York Bar associations. Contact them at [email protected] or 203.454.0560.