The results are in: The General Assembly and the Governor’s office have been caught up in the Blue Wave in this state. Instead of a split, the Democratic party will control a sizable majority in both houses and the Governor’s Office.
But with Governor-Elect Ned Lamont coming from a business-side perspective and touting the need to grow business in Connecticut, what are we likely to see in the next legislative session?
Already legislative leaders are talking about a push for a series of progressive-leaning bills that have been held up the last few years. The CT Mirror has this initial report:
A day after Connecticut experienced its own blue wave in the midterm elections, Senate and House Democratic leaders said addressing a minimum wage increase, tolls, and paid family medical leave will likely be among the top priorities the majority takes on in the upcoming legislative session.
Yes, two out of the three items cited are big employment law topics. Indeed, paid family leave has been talked about for several years.
Back in 2015, I noted what the contours of such a package might look like.
Beyond minimum wage and paid family leave, what else should employers be on the watch for? A new bill on sexual harassment prevention training and perhaps even an expansion for claims of sexual harassment isn’t out of the question either.
The bill died on the floor earlier this year, but it’s hard not to think that with sexual harassment claims in the state on the rise, a bill on the topic isn’t far behind.
My early prediction? The 2019 legislative session is going to be a busy one. Additional bills on strengthening unions may ultimately be on the table.
With a Blue Wave in the state, employers should be mindful that elections have consequences and those are going to be seen in 2019 at the General Assembly.
The post What Does the Blue Wave Mean for Connecticut Employment Law? appeared first on Connecticut Employment Law Blog.
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