It seems likely that some type of paid Family and Medical Leave (otherwise known as “Paid FMLA”) bill is going to pass the General Assembly.
But the “paid” aspect of the
Four Ways the New Paid FMLA Bill is Bigger Than You Realize
Busy General Assembly Session for 2019 Just Getting Started (Part 2)
Yesterday, I tackled the bills floating around the Senate-side of the Connecticut General Assembly, In today’s post, let’s look at the House side to see what bills are under consideration there:
- House Bill 5003 is the mirror-image bill of Senate Bill 1 on Paid Family & Medical Leave. Yesterday’s post gave the highlights, which apply
Busy Legislative Session Has Lots of Employment Law Bills On Tap (Part 1)
The Connecticut General Assembly is already busy with a full compliment of employment law bills under consideration. At this point, it seems likely that several will pass in one form or another and thus employers should be playing close attention to the developments.
Here are a few of the Senate ones that I’m watching (
New Year, New Law: No Salary Inquiries of Job Applicants (Mostly)
January 1st is typically a time for new laws to kick in and 2019 is no exception.
For employers, the biggest change is one that I discussed way back in May with amendments to Connecticut’s Pay Equity law.
The new law prohibits employers from asking a job applicant his or her wage and salary history.
The Best Webinar on Employment Law (That Employment Bloggers Could Put Together)
Now that Thanksgiving is in the past, it’s time to look forward to the future.
Well, not before getting a recap of everything that transpired in employment law in the last year. Or at least everything that we can fit in an hour long seminar.
The webinar that broke attendance records last year is back
The Shifting Ground for Connecticut Employers: Massachusetts Starts Retail Sales of Marijuana
Today, Massachusetts started retail sales of marijuana at two locations. Perhaps no location is closer to the population centers of Connecticut than Northampton — just 30 miles up the road from Enfield. It’s the first store east of the Mississippi River.
And lest you think that this is a Massachusetts-only affair, you need
What Does the Blue Wave Mean for Connecticut Employment Law?
The results are in: The General Assembly and the Governor’s office have been caught up in the Blue Wave in this state. Instead of a split, the Democratic party will control a sizable majority in both houses and the Governor’s Office.
But with Governor-Elect Ned Lamont coming from a business-side perspective and touting the
Legislative Update: Sexual Harassment Bill Not Yet A Done Deal After All
Today is the last day of the General Assembly session and there are only so many hours to debate and pass bills.
And so, in a year when so many labor & employment law bills were up for consideration, it’s come down to a finish line where just one or two might pass.
The Pay
“Pay Equity” Bill, Prohibiting Salary Inquiries of Applicants, Passes General Assembly
Over the weekend, the General Assembly approved a bill prohibiting employers, including the state and its political subdivisions, from asking, or directing a third-party to ask, about a prospective employee’s wage and salary history.
I have previously discussed the measure here. There were a few versions floating around and it was House Bill 5386 that
Revised Sexual Harassment Training Bill (And So Much More) Close To Final Passage
Update: A few days after this post, the General Assembly failed to give final approval to this measure, leaving it to die at the end of the legislative session on May 9, 2018.
Early Friday morning, the state Senate approved a bill that would significant broaden the sexual harassment prevention training requirements and many other provisions in discrimination law. A similar (but notably different) bill passed the House; now, this Senate bill on the House calendar for this week.
It’s not a done deal just yet, but here are the key provisions of Senate Bill 132 (as amended) as it seems probable this bill is close to final passage. Thanks to the OLR for summarizing the key aspects of the bill of which I’ve borrowed heavily from.
TRAINING
- The bill would change the training requirements for sexual harassment prevention.
- It would require training for supervisory employees of all employers, regardless of size
- For nonsupervisory employees of employers with 20 or more employees, it would also require training.
- Overall, the training would need to take place by October 1, 2019 with some additional tweaks specified in the bill.
- The bill requires CHRO to develop and make available to employers an online training and education video or other interactive method of training and education that fulfills the bill’s training requirements.
- Under the bill, employers who are required to provide such training must, at least every ten years, provide supplemental training to update employees on the content of the training and education.
INFORMATION AND POSTING
- Currently, employers must post a notice that (1) that sexual harassment is illegal and (2) of the remedies available to victims. Under the bill, this information must be sent to employees by email, within three months of hire, if the (1) employer has provided an email account to the employee or (2) employee has provided the employer with an email address. The email’s subject line must include “Sexual Harassment Policy” or something similar.