Connecticut’s legislature passed Public Act 19-25 to amend the state’s Family and Medical Leave Act, which the Governor has signed into law. Much attention has gone to PA 19-25’s creation of paid FML leave, although it will take some time to get that up and running (employee contributions start 01/01/2021, with paid benefit availability starting
While new laws regarding Paid FMLA and Sexual Harassment Training have been receiving the majority of the press on the most recent legislative term at the General Assembly, one bill that passed in the waning hours will have a significant impact for restaurants in Connecticut.
House Bill 5001, which awaits the Governor’s signature at
In its 2019 session, the General Assembly passed a number of new laws affecting employers. Except as otherwise noted, the changes are effective October 1, 2019. The following material summarizes these new laws, but the specific provisions should be reviewed in the context of specific situations. These new statutes are available online through the General
In its 2019 session, the Connecticut General Assembly passed a number of new laws affecting employers, many of which will become effective October 1, 2019. To assist employers in navigating the legislative changes, we invite you to join labor and employment law attorneys Henry Zaccardi and Ashley Marshall for this complimentary CLE webinar summarizing
Over the last week, the General Assembly passed two bills (Senate Bill 3 and 1111) that, when taken together, provide a series of reforms that will impact every Connecticut employer in one way or another. These bills are expected to be signed by Governor Lamont shortly and thus, these requirements will likely go into effect
On May 28, 2019, the New York City Council held a public hearing regarding proposed amendments to New York City’s Earned Safe and Sick Time Act (“ESSTA”) which would require employers to provide eligible employees with “personal time.” The bill also would provide more protections for employees, including protections against retaliation and the addition of monetary penalties for employer violations.
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Back last fall, we anticipated that this legislative session would be a busy one and so far, the number of bills being considered by the Connecticut General Assembly for employers is substantial. One of the bills that is receiving a fair amount of attention is one limiting employer use of so-called “captive audiences.”
As a reminder to Connecticut employers, legislation amending Connecticut’s Pay Equity law that was signed by Governor Malloy this past May becomes effective on January 1, 2019. The new amendment to the Pay Equity law prohibits employers from inquiring about a prospective employee’s wage and salary history unless otherwise required to do so by state
Almost one year ago, the #MeToo Movement took us by storm when men and women across the country began speaking out about their experiences of sexual harassment and abuse. Countless lawsuits have been filed, hundreds of stories have been told, and multiple public figures have been brought down since the #MeToo Movement’s rise on social and public media. In the midst of all of the controversy, many state legislatures and state agencies have taken affirmative steps toward minimizing sexual harassment in the workplace.
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