They’re Back! What Should Employers Expect from the 2018 Connecticut General Assembly Session?

On February 7, the 2018 session of the Connecticut General Assembly began. The session is scheduled to adjourn on May 9, 2018. Numerous proposed bills affecting Connecticut employers and employees will be unleashed during the session, most of which will never see the light of day.

The Labor and Public Employees Committee will be where the action initially occurs. Hearings on those bills deemed worthy by the Committee will likely take place later in February and early March. While not yet firmly scheduled, the deadline for the Committee to approve and “forward” bills out of Committee will be sometime in mid-March. Bills affecting labor and employment issues may also emerge from other committees (such as the Judiciary Committee).

While it is always difficult to forecast with certainty what the General Assembly will contemplate, especially since there is a close balance between the two major political parties, legislation concerning the following matters may receive serious consideration:

1) revisions to the Connecticut Family and Medical Leave Act, including a program of paid FMLA leave;

2) increases to the minimum wage and efforts to increase penalties for employers of “low wage” workers who violate wage and hour laws;

3) restrictions on employers inquiring about a job applicant’s prior salary history;

4) gender pay “equity”;

5) revisions to sexual harassment training requirements for employers;

6) expansion of paid sick leave; and

7) workers’ compensation coverage for severe emotional trauma;

Of course, the state’s continuing fiscal crisis (in an election year)  and the close partisan divide in the General Assembly may have a cooling effect with respect to the advancement of traditionally “pro-labor” or “progressive” legislation.

Working Together will follow the action at the General Assembly and report on any significant developments as they may occur. There is always the potential for last minute surprises, including bill provisions emerging with little or no debate. Stay tuned.

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

Education Law Notes

Connecticut Health Law Blog

Recent Posts

Archives

Jump to Page