Only a few months into the new legislative session, Connecticut’s legislators appear ready to tackle some big issues impacting Connecticut employers in 2019.

Although several employment-related initiatives took effect January 1, 2019, including mandatory IRA requirements for private sector employers; expansion of certain health care benefits for women and individuals under 21; and prohibitions on

Here we are again, another legislative year when the General Assembly appears determined to follow neighboring states Massachusetts and New York and pass legislation creating paid family medical leave in Connecticut.  The current proposal, which has already passed out of the Labor & Public Employees Committee, does far more than create paid family leave; it

Connecticut employers need to be aware of two significant changes in the law surrounding internships.

The first is a new state statute including unpaid interns in the protections afforded to employees with respect to discrimination and harassment. Employers should update their handbooks and training materials to ensure that interns receive the same protections as employees

Have you as an employer ever written in a job posting that only currently employed or recently unemployed applicants will be considered, or denied an applicant because he or she had a history of unemployment?

It sounds counterintuitive at first—like a restaurant turning away hungry people—but some employers may be concerned that unemployment itself indicates a lack of requisite experience or that a long-unemployed individual is motivated for any job at all.  A Connecticut bill currently under consideration would prohibit such hiring practices, following in the footsteps of New York City, New Jersey, Oregon, and D.C.

House Bill 5274, as amended, An Act Concerning Unemployed Individuals and Discriminatory Hiring Practices, would prohibit employers, employment agencies, and temporary help services from taking several actions if they are based solely on a person’s “status as unemployed.”  “Status as unemployed” includes not only current unemployment, but also past gaps in employment, regardless of duration.  The prohibited actions include:  (1) disqualifying a person from employment; (2) refusing to refer a person for employment (or requesting that he or she not be referred); and (3) limiting a person’s access to information about a job.

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United States Senate bill, S.241 on the table this year proposes to expand the whistleblower protections of the American Recovery & Reinvestment Act of 2009 (known as the McCaskill Amendment of the Act) to employees of employers who receive any federal funds—not just stimulus funds.  The McCaskill Amendment protects employees of private contractors and state

Apparently Connecticut Is No Wisconsin.  Despite ground breaking legislation in Wisconsin, Michigan and other locales aimed at providing relief for cash strapped municipalities, none of the initiatives proposed in Connecticut have found any traction in Committee.  Among the reforms sought was one which would have kept interest arbitration intact, but provided minor relief, such as