Are You in Compliance With the Training and Notice Requirements Imposed by the Time’s Up Act?
Compliance

Last June, Governor Lamont signed into law the “Time’s Up Act” (P.A. 19-16), which significantly expanded sexual harassment training and notice requirements for employers in Connecticut.  See our previous blog posts – here and here – for more detailed information about the Time’s Up Act.

While most of the provisions of the Time’s Up Act go into effect on October 1, 2020, there are a number of critical provisions that already went into effect on October 1, 2019:

Employers with three or more employees are required to provide to each  new employee a copy of information regarding the illegality of sexual harassment and remedies available to victims. Specifically, employers must provide this information to each employee by email, with a subject line that includes the words “Sexual Harassment Policy” (or words of similar import).   Employers must email this information to the employee, assuming that either (i) the employer has provided the employee an email account, or (ii) the employee has provided the employer with his or her personal email address.  If the employer has not provided all employees an email account, the employer must post the information concerning the illegality of sexual harassment and remedies available to victims of sexual harassment on the employer’s Internet web site, if the employer has one.  Alternatively, the employer could choose to provide its employees the information by email, text message, or in writing with the link to the page of the Connecticut Commission on Human Rights and Opportunities website that describes the illegality of sexual harassment and the remedies available to victims of sexual harassment.

Employers of three or more employees must provide two hours of training and education concerning sexual harassment to all employees by October 1, 2020, and to all new employees hired on or after October 1, 2019 within six months of their start date.  Accordingly, if you have at least three employees and you hired an employee on or after October 1, 2019, the clock is running for you to provide that employee with the requisite two hours of sexual harassment training, and must do so within six months of that employee’s start date.  Employers with fewer than three employees must provide the training to new supervisory employees within six months of their start date, and to existing supervisory employees by October 1, 2020.  All employers are also required to post notices concerning the illegality of sexual harassment and the remedies available to victims.

Has your company complied with these provisions?  If not, you should do so promptly to avoid the risk of being fined.   Pullman & Comley’s Labor & Employment practice group can assist you with compliance with the Time’s Up Act.

This blog/web site presents general information only. The information you obtain at this site is not, nor is it intended to be, legal advice, and you should not consider or rely on it as such. You should consult an attorney for individual advice regarding your own situation. This website is not an offer to represent you. You should not act, or refrain from acting, based upon any information at this website. Neither our presentation of such information nor your receipt of it creates nor will create an attorney-client relationship with any reader of this blog. Any links from another site to the blog are beyond the control of Pullman & Comley, LLC and do not convey their approval, support or any relationship to any site or organization. Any description of a result obtained for a client in the past is not intended to be, and is not, a guarantee or promise the firm can or will achieve a similar outcome.

PDF
Subscribe to Updates

About Our Labor, Employment and Employee Benefits Law Blog

Alerts, commentary, and insights from the attorneys of Pullman & Comley’s Labor, Employment Law and Employee Benefits practice on such workplace topics as labor and employment law, counseling and training, litigation, immigration law and union issues, as well as employee benefits and ERISA matters.

Other Blogs by Pullman & Comley

Connecticut Health Law Blog

Education Law Notes

For What It May Be Worth

Recent Posts

Archives

Jump to Page