Rojgar Job News

Earlier this week, the Judiciary Committee (by a 25-16 vote) approved of Senate Bill 132, being labelled by it’s proponents as the “Time’s Up” bill but covers both harassment and discrimination cases. I covered an announcement of this a while back.   As the bill moves closer to consideration now to the state Senate, it’s time for employers to start paying attention to what’s in the bill.  The CBIA has expressed concerns about some aspects of the bill. Here are a few highlights: To require employers to provide every employee with information concerning the “illegality of sexual harassment and remedies available to victimes of sexual harassment”. To require employers of  three or more employees (currently set at 50) to provide two hours of sexual harassment prevention training and with such training being provided not just to supervisory employees, but  all employees. To eliminate affirmative defenses that employers oth...

The so-called “Time’s Up” bill that would make major changes to the sexual harassment and discrimination laws in the state — including adding new training requirements — went through final passage at the House on Saturday.  But don’t start changing your policies just yet. Various news outlets are reporting that a “fix” bill — that is, a bill that will make changes to the original bill — is set to be released today (Monday).  The backers are trying to find another bill — a “vehicle” — where these fixes can be added on to. What’s going to be changed? As of early Monday morning, it’s still unclear.  However, if you want a recap of what’s already passed, see my prior post here. Regardless, the bill that has already passed will require employers to give all employees at least two hours of sexual harassment prevention training; the CHRO will be tasked with coming up with a vide...

Just wrapped up a trial so hoping to get these blog posts with a little more frequency. On October 1, 2019, the new training requirements on sexual harassment prevention became effective. I’ve recapped them before here in my “Definitive Employer Guide to Connecticut’s New Anti-Sexual Harassment Law” post from June. I noted then that all employers with three or more employees must train  all of their employees by October 1, 2020 (or within six months of hire, after that time). How is an employer going to do that at a minimal cost? Well, the Commission on Human Rights and Opportunities (CHRO) was required to develop a free, online training course for employers. That training is now live and is, in fact, free! You can access it here. I’ve taken a brief look through it and it’s set up with several different YouTube videos and some written materials as well.  While there is no substitute for in-person, classroom-style training, the CHR...

It’s been far too long since our last installment from March 2019, but my ongoing dialogue with Nina Pirrotti, a prominent plaintiff’s-side employment law attorney, is back. In this post, we talked about the highlights from 2019 with a sneak peek at 2020.  My thanks to Nina for her contributions. You can find her firm’s blog posts here as well.   Dan:  Nina! Good to talk with you again here.  I hope you had a great Thanksgiving; mine was full of turkey, stuffing and even skiing.  But we have so much to talk about. It seems that 2019 has been a busy year in employment law which is kind of surprising because the economy keeps rolling on. I thought we’d look back on 2019 and look ahead to 2020. From my perspective, it’s tough trying to recap 2019 in just one or two paragraphs. The most obviously trendline to me sees to be that the #metoo movement shows no signs of abating or of a backlash.  And for people like both you and me...