Latest Developments from the Connecticut General Assembly: January 29 Public Hearing

by Pullman & Comley - Labor, Employment and Employee Benefits Law
Contact

HR BallAs we promised previously, we will be keeping you up to date with developments in the General Assembly.  The following is an update as to where we stand on labor and employment related legislation.

Previously, at its  January 15, 2015 meeting, the General Assembly’s Labor and Public Employees Committee voted to raise the following “concepts” as bills for further consideration:

AN ACT CONCERNING THE USE OF CREDIT HISTORIES IN EMPLOYMENT DECISIONS

AN ACT CONCERNING HEALTHY WORKPLACES

AN ACT CONCERNING SEVERE MENTAL AND EMOTIONAL IMPAIRMENT AND WORKERS’ COMPENSATION COVERAGE.

Please note: The decision to draft these items up for consideration is not a sign that these bills will actually be passed by the Committee.

The Committee voted to reserve for a public hearing numerous bills concerning the “prevailing wage.”  Here are the specific prevailing wage bills:

Proposed H.B. No. 5071 AN ACT CONCERNING MUNICIPAL TAX RELIEF AND THE FACILITATION OF PUBLIC WORKS PROJECTS.

Proposed H.B. No. 5072 AN ACT CONCERNING MODERNIZATION OF THE PREVAILING WAGE LAWS.

Proposed H.B. No. 5073 AN ACT CONCERNING CHANGES TO THE PREVAILING WAGE.

Proposed H.B. No. 5074 AN ACT CONCERNING MUNICIPAL PROJECTS AND THE PREVAILING WAGE.

Proposed H.B. No. 5075 AN ACT INCREASING THE PREVAILING WAGE THRESHOLD.

Proposed H.B. No. 5076 AN ACT CONCERNING THE APPLICATION OF THE PREVAILING WAGE RATE TO SCHOOL AND TRANSPORTATION PROJECTS.

Proposed H.B. No. 5078 AN ACT EXEMPTING CERTAIN MUNICIPAL PROJECTS FROM PREVAILING WAGE RATE REQUIREMENTS.

Proposed H.B. No. 5079 AN ACT CONCERNING PREVAILING WAGE THRESHOLDS.

Proposed H.B. No. 5208 AN ACT ADJUSTING THE PREVAILING WAGE THRESHOLDS.

Proposed H.B. No. 5209 AN ACT CONCERNING THE ELIMINATION OF THE PREVAILING WAGE THRESHOLDS.

The public hearing on the prevailing wage bills has yet to be scheduled.

However, the Committee also voted to reserve for a public hearing the following employment-related proposed legislation:

Proposed H.B. No. 5070 AN ACT CONCERNING TIMETABLES FOR MUNICIPAL BINDING ARBITRATION.

Proposed H.B. No. 5080 AN ACT CONCERNING LARGE RETAIL STORES AND EMPLOYMENT OF WORKERS DURING THE HOLIDAY SEASON.

Proposed H.B. No. 5210 AN ACT CONCERNING ELIGIBILITY FOR UNEMPLOYMENT BENEFITS AND SEASONAL AGRICULTURAL BUSINESSES.

Proposed H.B. No. 5124 AN ACT CONCERNING CONSECUTIVE WORKDAYS AND HOLIDAY PAY.

Proposed H.B. No. 5211 AN ACT CONCERNING UNFAIR LABOR PRACTICES AND ARBITRATION DECISION TIMELINES.

Proposed H.B. No. 5265 AN ACT CONCERNING MINIMUM LONGEVITY REQUIREMENTS FOR UNEMPLOYMENT BENEFITS.

Proposed H.B. No. 5267 AN ACT CREATING AN EMPLOYERS’ BILL OF RIGHTS.

The public hearing on these proposed bills will now take place on Thursday, January 29, 2015 at 12:00 P.M. in Room 1B of the Legislative Office BuildingIn addition to the above-mentioned proposed bills, Senate Bill No. 593 (Raised) “AN ACT CONCERNING SEVERE MENTAL AND EMOTIONAL IMPAIRMENT AND WORKERS’ COMPENSATION COVERAGE” will also be a subject of the public hearing.

As we indicated previously, the 2015 session of the Connecticut General Assembly is scheduled to adjourn on June 3, 2015.  The deadline for the Labor and Public Employees Committeeto approve and “forward” bills out of Committee is March 17, 2015. Bills affecting labor and employment issues may also emerge from other committees (such as the Judiciary Committee). Stay tuned.

 

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Pullman & Comley - Labor, Employment and Employee Benefits Law | Attorney Advertising

Written by:

Pullman & Comley - Labor, Employment and Employee Benefits Law
Contact
more
less

Pullman & Comley - Labor, Employment and Employee Benefits Law on:

Readers' Choice 2017
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
Sign up using*

Already signed up? Log in here

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Custom Email Digest
Privacy Policy (Updated: October 8, 2015):
hide

JD Supra provides users with access to its legal industry publishing services (the "Service") through its website (the "Website") as well as through other sources. Our policies with regard to data collection and use of personal information of users of the Service, regardless of the manner in which users access the Service, and visitors to the Website are set forth in this statement ("Policy"). By using the Service, you signify your acceptance of this Policy.

Information Collection and Use by JD Supra

JD Supra collects users' names, companies, titles, e-mail address and industry. JD Supra also tracks the pages that users visit, logs IP addresses and aggregates non-personally identifiable user data and browser type. This data is gathered using cookies and other technologies.

The information and data collected is used to authenticate users and to send notifications relating to the Service, including email alerts to which users have subscribed; to manage the Service and Website, to improve the Service and to customize the user's experience. This information is also provided to the authors of the content to give them insight into their readership and help them to improve their content, so that it is most useful for our users.

JD Supra does not sell, rent or otherwise provide your details to third parties, other than to the authors of the content on JD Supra.

If you prefer not to enable cookies, you may change your browser settings to disable cookies; however, please note that rejecting cookies while visiting the Website may result in certain parts of the Website not operating correctly or as efficiently as if cookies were allowed.

Email Choice/Opt-out

Users who opt in to receive emails may choose to no longer receive e-mail updates and newsletters by selecting the "opt-out of future email" option in the email they receive from JD Supra or in their JD Supra account management screen.

Security

JD Supra takes reasonable precautions to insure that user information is kept private. We restrict access to user information to those individuals who reasonably need access to perform their job functions, such as our third party email service, customer service personnel and technical staff. However, please note that no method of transmitting or storing data is completely secure and we cannot guarantee the security of user information. Unauthorized entry or use, hardware or software failure, and other factors may compromise the security of user information at any time.

If you have reason to believe that your interaction with us is no longer secure, you must immediately notify us of the problem by contacting us at info@jdsupra.com. In the unlikely event that we believe that the security of your user information in our possession or control may have been compromised, we may seek to notify you of that development and, if so, will endeavor to do so as promptly as practicable under the circumstances.

Sharing and Disclosure of Information JD Supra Collects

Except as otherwise described in this privacy statement, JD Supra will not disclose personal information to any third party unless we believe that disclosure is necessary to: (1) comply with applicable laws; (2) respond to governmental inquiries or requests; (3) comply with valid legal process; (4) protect the rights, privacy, safety or property of JD Supra, users of the Service, Website visitors or the public; (5) permit us to pursue available remedies or limit the damages that we may sustain; and (6) enforce our Terms & Conditions of Use.

In the event there is a change in the corporate structure of JD Supra such as, but not limited to, merger, consolidation, sale, liquidation or transfer of substantial assets, JD Supra may, in its sole discretion, transfer, sell or assign information collected on and through the Service to one or more affiliated or unaffiliated third parties.

Links to Other Websites

This Website and the Service may contain links to other websites. The operator of such other websites may collect information about you, including through cookies or other technologies. If you are using the Service through the Website and link to another site, you will leave the Website and this Policy will not apply to your use of and activity on those other sites. We encourage you to read the legal notices posted on those sites, including their privacy policies. We shall have no responsibility or liability for your visitation to, and the data collection and use practices of, such other sites. This Policy applies solely to the information collected in connection with your use of this Website and does not apply to any practices conducted offline or in connection with any other websites.

Changes in Our Privacy Policy

We reserve the right to change this Policy at any time. Please refer to the date at the top of this page to determine when this Policy was last revised. Any changes to our privacy policy will become effective upon posting of the revised policy on the Website. By continuing to use the Service or Website following such changes, you will be deemed to have agreed to such changes. If you do not agree with the terms of this Policy, as it may be amended from time to time, in whole or part, please do not continue using the Service or the Website.

Contacting JD Supra

If you have any questions about this privacy statement, the practices of this site, your dealings with this Web site, or if you would like to change any of the information you have provided to us, please contact us at: info@jdsupra.com.

- hide
*With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name. Or, sign up using your email address.