Articles Discussing General Topics In Connecticut Employment Law.

On June 7, 2023, Connecticut’s Governor signed Senate Bill (SB) 1103, which enacted regulations regarding artificial intelligence, automated decision-making, and personal data privacy. The law sets several requirements for state agencies’ development and use of automated systems for critical decisions, including the designation of an artificial intelligence officer under the

While President Biden says he is the most pro-union president in history, many legislators in Connecticut seem determined to make theirs one of the most pro-union states. Although proponents have failed so far in annual efforts to make strikers eligible for unemployment compensation benefits, they have now managed to

While new Connecticut legislation stops short of prescribing specific staffing ratios, it mandates specific requirements for nurse staffing committees. The Department of Public Health will oversee hospital compliance and assess fines for violations. The legislation affects both unionized and non-union hospitals.

On June 26, 2023, the Governor of Connecticut signed Senate Bill (SB) 3 which set forth new requirements related to consumer health data and protections for minors online.

As Connecticut’s comprehensive consumer privacy law took effect on July 1, 2023, the state has expanded privacy requirements under SB 3. Similar

While significant bills impacting Connecticut employers were signed into law, proposed employer mandates on pay transparency, paid sick leave, and predictive scheduling failed to gain the necessary votes for passage in 2023. Here are some of the year’s notable legislative developments.

What Passed . . .

Effective October 1,

On June 26, 2023, Connecticut’s governor signed SB 2, which expands the reasons covered employees can use leave under the state’s paid sick and safe leave law, effective October 1, 2023.

At the close of the 2023 session, the Connecticut legislature passed Senate Bill 9, “An Act Concerning Health and Wellness for Connecticut Residents.”  Buried in this legislation are amendments to the state’s physician non-compete statute, which impose additional restrictions on physician non-competes and extend similar protections to advanced practice

On June 29, 2023, Governor Ned Lamont signed Public Act No. 23-97, amending Connecticut’s noncompete law for physicians and implementing restrictions on noncompete agreements entered into with physician assistants and advanced practice registered nurses. The act has an effective date of July 1, 2023, but most of the material changes

A bill to amend the state physician non-compete statute (Conn. Gen. Stat. § 20-14p) and to add non-compete protections for advanced practice registered nurses (APRNs) and physician assistants (PAs) has passed the Connecticut legislature. Governor Ned Lamont is expected to sign the bill soon. For physicians, the new law will

Back in 2016, Connecticut enacted legislation that established the Connecticut Retirement Security Program, a state-run Individual Retirement Arrangement (IRA) program administered by the Office of the State Comptroller. After a slow start, this mandatory program officially launched in March 2022.

Over the past several years, Connecticut’s legislature has enacted some significant employment laws that have re-shaped the workplace and posed new challenges for Connecticut employers. The 2023 legislative session that began in January looks to be no exception. As anticipated, some measures that were not successful last year have resurfaced

Executive Summary: Employers want to hire the best candidates for their job. However, in utilizing certain hiring standards, employers may be having a “disparate impact” that inadvertently discriminates against certain protected groups. The Connecticut General Assembly is presently considering a law that would allow women to be exempt from the Candidate Physical Ability Test, the standard used by fire departments across the country. The test, which only approximately 15 percent of women pass, requires candidates to complete intense physical tasks while wearing a 50-pound vest. It is designed to simulate the experience of navigating a fire in heavy gear and identify whether a candidate is capable of performing the essential job functions. The General Assembly is considering an alternative test based on “revised physical standards” to allow for “additional female candidates” to qualify for firefighter positions.

Connecticut employers have seen a significant increase in legislation affecting their businesses over the last few years. The Connecticut General Assembly does not show any signs of slowing down. A slew of labor and employment bills have been proposed in the 2023 legislative session.

During the pandemic, healthcare workers across the country faced difficult work conditions. Despite the high demand for these essential workers, being overworked and consequent burnout led many employees to quit in droves, thus creating a crisis of care that the healthcare industry is still struggling to recover from. One factor

On June 10, 2021, Governor Ned Lamont signed into law Connecticut’s “Clean Slate” law, Public Act No. 21-32. The Clean Slate law became effective January 1, 2023, and it provides for the automatic erasure of certain criminal records.