The so-called “Time’s Up” bill that would make major changes to the sexual harassment and discrimination laws in the state — including adding new training requirements — went through final passage at the House on Saturday. But don’t start changing your policies just yet.
Senate Bill 3, titled “Combatting Sexual Assault and Sexual Harassment” has been modified since first introduced and passed the Senate late last week. Despite the title, the bill would impact every discrimination case filed in the state and would make significant changes to the sexual harassment prevention training requirements.
Readers of the blog will no doubt know that it’s been far too long since I had Nina Pirrotti on the blog for a conversation about employment law topics.
Excuses abound, but Nina — who mainly represents individuals in employment-related disputes — recently penned a piece for the Connecticut Law Tribune that is too good…
From time to time, I take a look back at a prior post that may have particular relevance now. With Halloween knocking on our doorstep and sexual harassment claims on the rise, this post from 2010 has just as much meaning today.…
For most people, Halloween is a fun and silly holiday.
As part of my continuing series of posts about the CHRO, and following up from the 75th Anniversary panel discussion earlier this week, I wanted to provide an early look of the statistics that are soon to be released by the agency.
I was provided a preliminary draft in preparation for the panel presentation; it…
Last year I talked about how the new era of sexual harassment claims was coming. The open question was: Would the number of claims actually increase?
The answer to that is now known: Yes.
The Equal Employment Opportunity Commission released its preliminary data regarding workplace harassment today. And it’s findings shouldn’t be a surprise if…
Last night, I had the honor of being elected as Chair of the James W. Cooper Fellows Program of the Connecticut Bar Foundation, after serving for a year as Vice-Chair and Chairperson of the Fellows Education & Program Committee.
The Fellows are comprised of outstanding Connecticut lawyers, judges, and teachers of law; the Fellows put…
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.
- 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.
It happened again, last week. An employer was sued.
Wait, what’s that? A new lawsuit gets filed EVERY day against employers? (Actually, in federal court, at least 11885 employment lawsuits were filed in 2017. Far more than one a day.)
But last week, there were a bunch of headlines – a new sexual harassment…