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Total Articles: 12

Connecticut Employers are Banned from Asking Applicants' Salary History Effective January 1, 2019

Executive Summary: As of January 1, 2019, Connecticut employers are prohibited from inquiring about an applicant’s prior salary history. The new law, Public Act No. 18-8, An Act Concerning Pay Equity (the “Act”), is aimed at closing the gender wage gap. Statistics still show that women earn 79 cents for every dollar earned by men to perform the same work. Many speculate that the gap persists, in part, because employers often base salary for new hires on their salary at their previous job. As a result, the continuation of lower pay rates for women persists, and the wage gap continues unabated. This law and similar laws prohibiting asking about prior salary are an effort to close the gap between what men and women earn.

Connecticut Medical Marijuana Law Protects Job Applicant Who Failed Drug Test

In a first-of-its-kind ruling, a federal court has held that the federal marijuana ban does not preempt a Connecticut law protecting job applicants and employees from employment discrimination based on medical marijuana use.

The State of Connecticut "Bans the Box"

Executive Summary: Effective January 1, 2017, Connecticut becomes the latest state to join the “Ban the Box” movement. Pursuant to Public Act No. 16-83, “An Act Concerning Fair Chance Employment,” and Conn. Gen. Stat. § 31-51i, as of January 1, 2017, it is illegal for private and public sector employers with one or more employees to request information about an applicant’s prior arrests, criminal charges or convictions on an initial employment application.

Connecticut Long-Term Care Health Facilities to Register with New Background Check Portal

Certain health care facilities specializing in long-term care in Connecticut will be required to register with a statewide background check portal beginning February 8, 2016.

Special Report: Connecticut's Paid Sick Leave Law Questions and Answers (2015 Update)

This 2015 update reflects the revisions the Connecticut Legislature passed to the law (eff. 01/01/15) and the associated revisions the Connecticut Department of Labor made to its Guidance.

Do You Have 50 Employees For Purposes of the Connecticut Paid Sick Leave Act? On January 1, 2015, You May Have to Recount!

On January 1, 2015, changes to Connecticut’s Paid Sick Leave Act (“Sick Leave Act”) will go into effect. These modifications are a result of Governor Dannel Malloy’s signing into law an amendment (“Amendment”) on June 6, 2014. Two of the key developments are the method for determining whether or not an employer is exempt from providing paid leave and the time within which sick leave is accrued.

Connecticut Legislature Makes Changes to Connecticut Paid Sick Leave Law

In its most recent legislative session, the Connecticut General Assembly passed a bill that enacted a number of changes to the law commonly referred to as the Connecticut Paid Sick Leave Law, which originally went into effect on January 1, 2012, and is codified at Conn. Gen. Stat. § 31-57r-w. Connecticut Public Act No. 14-128, which was signed into law on June 6, 2014 and will go into effect on January 1, 2015, changes the mechanism for determining whether a nonmanufacturing business is exempt from providing paid sick leave. The 2012 version of the law required employers with 50 or more employees in Connecticut during any of the previous year’s quarters to provide paid sick leave to qualifying employees. In contrast, under Public Act 14-128, employers must determine if they meet the 50-employee threshold based on the number of employees on their payroll during the week containing October 1, annually.

Connecticut Employers Must Re-Evaluate Sick Leave Law Coverage

Do you know how many employees you had in 2012? Connecticut businesses with 50 or more total employees in any calendar quarter of 2012 are covered by the Connecticut Paid Sick Leave Law for 2013.

Connecticut Limits Use of Background Checks in Employment

A new Connecticut law that took effect on October 1, 2011 (Public Act 11-223) makes it unlawful for most Connecticut employers to require employees or prospective employees to consent to requests for credit reports that contain information about their credit scores, credit account balances, payment history, savings or checking account balances, or account numbers. Connecticut is one of only a few states that have enacted such a law.

Connecticut And Maryland Act To Restrict Employers' Use Of Credit Reports

Two more states – Connecticut and Maryland – have joined Illinois, Oregon, Washington, and Hawaii, and several cities, in severely limiting employers' ability to use a job applicant's or current employee's credit history or credit-related information. This affects decisions in hiring or promotions, as well as in determining compensation or other terms, conditions, or privileges of employment. Gov. Dannel Malloy signed the Connecticut law on July 13, 2011. Gov. Martin O'Malley had signed that state's Job Applicant Fairness Act (JAFA) on April 12, 2011. Both laws take effect on October 1, 2011.

Connecticut Becomes First State To Mandate Paid Sick Leave

Gov. Dannel P. Malloy of Connecticut has signed the first state law in the U.S. requiring private employers to provide their employees with paid sick leave.

Breaking The "Culture of Silence".

Connecticut is the latest state to recognize the importance of facilitating honest and open employment references. In an attempt to open the lines of communication concerning former employees, the Connecticut Supreme Court found that employers’ comments are privileged and that workers cannot sue for defamation if their former employer makes untrue statements while trying to provide a good-faith assessment.
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