Connecticut Workers Are Protected From Head To Toe

LR-Three-Men-In-HardhatsOver the course of time, the Connecticut Legislature has enacted numerous and varied laws for the protection of Connecticut workers.  Some become quite well known, like the recent paid sick leave law, others are more obscure.  This blog will report on these statutes from time to time, either to refresh your understanding of the better known laws, or, like today’s entry, to acquaint you with some that you may have never encountered.

Physical protection for employees has always been an important legislative consideration.  For many years a Connecticut statute, Section 31-42, has protected the head by requiring any employer engaged in weaving to furnish suitable appliances to permit the threading of shuttles without the necessity of the operator putting any thread into his mouth or touching any portion of the shuttle with his lips.

For protection of toes, the Commissioner of Labor is authorized by statute, Section 31-45a, to promulgate regulations for protection for those employees in occupations where injuries to the foot present a hazard.  According to the statute, the commission may require safety work shoes, boots, or inner soles to protect against puncture, bruises or other wounds inflicted by nails, glass or other objects.

Nor has the Legislature neglected the middle parts.  Section 31-40g requires employers to notify prospective employees of any chemicals or other substances used in the workplace which there is reasonable cause to believe could cause birth defects or constitute a hazard to an individual’s reproductive system.  Section 31-40h prohibits any employer, including the state, from conditioning employment, transfer or promotion of any individual on the sterilization of such individual.

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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, union issues, as well as employee benefits and ERISA matters.

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