Earlier this week, it seemed that a bill requiring employers to conduct additional training on sexual harassment matters was a no-brainer to pass the General Assembly.
After all, Senate Bill 132 passed 31-5 in the state Senate and in this #metoo environment (not to mention local elections in the fall), the House looked to
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
INFORMATION AND POSTING
Continue Reading Revised Sexual Harassment Training Bill (And So Much More) Close To Final Passage
The 2018 session of the General Assembly started last week and increasing workplace training is a top priority for passage.
Indeed, it is not surprising that we’re starting to see the first proposed legislation to address the number of harassment claims that have been making headlines the last six months.
Governor’s Bill 5043 sets up
In yesterday’s post, I talked about the basics of what is and is not “sexual harassment”.
Continuing the theme of going back to the basics, employers in the Constitution State have certain posting and training requirements that must be followed.
These requirements are found in the administrative regulations set up by the CHRO regarding sexual
For years, I’ve been “warning” about the upcoming holiday of Valentine’s Day.
Back in 2011, I recapped several cases where employees’ inappropriate behavior on this day of love, led to lawsuits.
Apparently, there were some people who didn’t read the blog, because just a few years after that,
I’ve talked many times before about the importance of a well-drafted disclaimer in your employee handbook (here and here, for example).
This is not a new thing and in Connecticut dates back to an important case back in 1995 .
Without such disclaimers, employers can be subject to a breach of contract claim
In posts earlier this week, I’ve discussed what the NLRB’s Connecticut Office is doing and what to expect for 2010. 
But as I continue to recap the breakfast I attended earlier in the week with NLRB (Region 34) Regional Director Jonathan Kreisberg, of particular importance to employers was the discussion about what issues the
Next time you’re driving on the highway, take a look at the road signs. Not for what they say, but how they say it. Are they new or worn? Easy to read or difficult to see? Straightforward or confusing?
If you drive down I-95 around Fairfield and Westport, you’ll notice something different lately. The signs