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.
Articles Discussing General Topics In Connecticut Employment Law.
New Restrictions on Physician Non-Compete Agreements in Connecticut
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
Connecticut Limits Noncompete Agreements for Physicians, Physician Assistants, and Advanced Practice Registered Nurses
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
Deadline Extended Until August 31, 2023 for Businesses to Comply with Connecticut’s Mandatory Retirement Program
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.
Littler Lightbulb: Connecticut Again Considers Pay Transparency, Non-Compete Bills
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
Continued At-Will Employment Sufficient Consideration for Restrictive Covenants, Connecticut Court Holds
Continued at-will employment can be sufficient consideration for an employee’s restrictive covenant agreement, the Connecticut Appellate Court has held. Schimenti Construction Company, LLC v. Schimenti, No. AC44274 (Jan. 17, 2023).
CONNECTICUT LAW MAKERS CONSIDERING MEASURE THAT COULD IMPACT MERIT-BASED HIRING
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 Kicks Off Its 2023 Legislative Session With Slew of Employment-Related Bills
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.
Connecticut Clean Slate Law Brings New Requirements for Employers in 2023 and Beyond
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.
Implementation of Connecticut’s Clean Slate Law Set to Begin January 1, 2023
Earlier this month, Governor Ned Lamont announced the long-awaited implementation of the state’s so-called “Clean Slate Act” – sort of. According to a recent press release, January 1, 2023 will see the full or partial erasure in some 44,000 cases involving convictions for cannabis possession. Individuals with eligible convictions
Connecticut ‘Clean Slate’ Law, Erasure of Criminal Convictions, Takes Effect January 1, 2023
On January 1, 2023, a major law about the erasure and consideration of criminal convictions in employment in Connecticut will take effect.
As of July 1, 2022, Connecticut Employers Must Provide Employees with a Notice of Rights Under the Paid Family and Medical Leave Law
Connecticut Update: Recreational Marijuana, Captive Audience Meetings, and Leave Notices Requirements Take Effect July 1, 2022
The Connecticut legislature has been busy in 2021 and 2022. Approximately twelve months ago, it passed legislation effectively legalizing recreational marijuana under Connecticut state law. Very recently, it amended Connecticut’s employee free speech statute to, among other things, prohibit employers from convening what organized labor often refers to as “captive
Connecticut Family and Medical Leave Act Regulations in Final Review; Notices Required as of July 1
Over six months after the Connecticut Family and Medical Leave Act (Connecticut FMLA) took effect, proposed regulations are slated for consideration and approval by the Connecticut Legislative Regulation Review Committee (LRRC).
Connecticut Poised to Ban ‘Captive Audience’ Meetings and Expand Employee Free Speech Protections
Recently, the Connecticut General Assembly sent Public Act No. 22-24 (Substitute Senate Bill No. 163), “An Act Protecting Employee Freedom of Speech and Conscience,” to Governor Ned Lamont’s desk for signature. If enacted, the law will amend Connecticut’s employee free speech statute, Conn. Gen. Stat. Section 31-51q, significantly limiting an