On May 9, 2020, Connecticut Governor Ned Lamont and the Department of Economic and Community Development (DECD) released guidelines for businesses that will be allowed to reopen during Phase 1 of the state’s reopening plan.
Articles about Connecticut Labor and Employment Law.
Recognizing employers have challenges in ensuring employees complete Connecticut’s new mandatory sexual harassment training requirements during the COVID-19 pandemic, the Connecticut Commission on Human Rights and Opportunities (CHRO) has authorized employers to apply for a 90-day extension to complete training for employees who have been hired after October 1, 2019.
In response to the COVID-19 crisis, Connecticut Governor Ned Lamont has issued an Executive Order mandating all persons in public places use masks or cloth face-coverings if they are unable to, or do not, stay at least six feet from any other person. This also applies to employees reporting to work at essential employers. Those employers must provide masks or face-coverings to their employees or provide materials, or reasonable compensation for the materials, to make masks.
Executive Summary: Over the past few days, Connecticut Governor Ned Lamont has issued Executive Orders 7V, 7W and 7X, the latest in a series of Executive Orders directed toward the COVID-19 pandemic.
On April 7, 2020, the governor of Connecticut issued Executive Order No. 7V (“EO 7V”) which, among other things, requires every workplace in the state to take additional protective measures to reduce the risk of transmission of COVID-19 between and among employees, customers, and other people authorized to enter the workplace. Governor Lamont directed the Commissioner of Economic and Community Development (in consultation with the Commissioner of Public Health) to issue “legally binding statewide rules” prescribing additional protective measures, which are mandatory to all essential businesses and nonprofits and any other business or nonprofit permitted to operate across the state under EOs 7H and 7J.
Connecticut Governor Ned Lamont and the Connecticut Department of Economic and Community Development (DECD) have issued new “legally binding” rules for employers deemed “essential” during the COVID-19 pandemic.
In response to the COVID-19 pandemic, the Connecticut Workers’ Compensation Commission has instituted temporary emergency guidelines that will directly impact the day-to-day operations of the Commission as well as the speed at which cases will be heard. In response to this unprecedented event, the Commission has postponed all dockets for March
In Connecticut’s continued battle against the spread of COVID-19, on March 20, 2020, Connecticut Governor Ned Lamont issued Executive Order 7H, which directs, in relevant part that:
Connecticut Governor Ned Lamont of Connecticut has directed all businesses to use telecommuting “to the maximum extent possible.”
In the continued fight against the COVID-19 epidemic, Connecticut Governor Lamont signed another Executive Order (No. 7G) on March 19, 2019, directing the closure of nail salons, barbershops and hair salons. Governor Lamont’s newest Executive Order builds on the restrictions and closures ordered in his previously signed Executive Orders, reported in our March 17 and March 19 Alerts.
As the world continues to battle the COVID-19 epidemic, Connecticut Governor Lamont recently signed two additional Executive Orders, 7E and 7F, which implement measures in Connecticut to further combat the fast-spreading virus. Earlier this week, Governor Lamont signed Executive Orders 7C and 7D, which, as reported in our prior alert, required that all public schools, bars, restaurants, dining establishments, gyms, fitness studios, off-site betting and theaters close. They also limited gatherings to no more than 50 people.
On March 15, 2020, Connecticut Governor Ned Lamont signed Executive Order No. 7C (the “Order”) to encourage mitigation strategies to combat the pandemic of COVID-19 (Coronavirus). The next day, March 16, 2020, Governor Lamont signed Executive Order No. 7D (the “Second Order”) which added further restrictions to the Order in an effort to limit Connecticut residents’ exposure to Coronavirus.
On March 13, 2020, the Connecticut Department of Labor (CT DOL) issued guidance for workers and employers in the form of a set of frequently asked questions about coronavirus (COVID-19). The guidance addresses commonly asked questions that employers and employees might have—including questions about unemployment compensation, paid sick leave, family medical leave, and Connecticut wage and hour laws—as businesses throughout Connecticut and the world navigate the unprecedented situation created by the novel coronavirus. While the CT DOL guidance is not binding law and does not enact any substantive changes to the law, it provides helpful insight into the CT DOL’s enforcement position on the laws within its purview over the coming weeks and months.
The Connecticut workers’ compensation system is designed to assist the injured worker when claiming a valid and compensable injury. Over the years, the rights of the injured worker have been expanded, amended, and challenged. Recently, two Connecticut Review Board (CRB) decisions increased those rights once again.
Medical marijuana use has
Following months of political maneuvering, including a gubernatorial veto, Connecticut has enacted compromise legislation that attempts to clarify how restaurants and other hospitality industry employers must pay workers who receive tips in customer service jobs that also require untipped work. The new law, Public Act 19-1, directs the state’s Labor Commissioner to adopt regulations codifying the so-called “80/20 rule” and to conduct random wage and hour audits of restaurants to ensure wage and hour compliance. It also restricts the right of employees to bring future class actions against restaurants for alleged violation of wage rules.