What Can We Expect from this Connecticut General Assembly Session?

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

On February 6, 2014, the 2014 session of the Connecticut General Assembly began.  Since this is an election year, the session will be relatively short, with adjournment scheduled for May 7, 2014.   We can expect a plethora of proposed bills affecting Connecticut employers and employees that will be unleashed in during the session, most of which will never see the light of day.

The Labor and Public Employees Committee will be the place where the “real” significant initial action will occur.  Hearings on those bills deemed somewhat worthy by the Committee will likely take place in early March.  The deadline for the Committee to approve and “forward” bills out of Committee is March 20, 2014. Of course, bills affecting labor and employment issues may also emerge from other committees (such as the Judiciary Committee).

While it is difficult to forecast with scientific precision as to what the General Assembly (on its own or at the urging of the Governor) may consider, one can surmise that the issue of restrictive covenants will re-emerge, as will consideration of broadening free speech protections for employees and possibly paid Family and Medical Leave.  In addition, with the Governor’s recent pronouncement on a minimum wage increase, there will be serious consideration of an increase.  Finally, one can assume that there will be further consideration of adjustments in the investigatory and hearing procedures for the Commission on Human Rights and Opportunities.

Working Together will follow the action at the General Assembly and report on any significant developments as they may occur.  As always, one must be cognizant of the potential for last minute surprises, including bill provisions emerging with little or no debate.

Here is a list of the labor committee bills that are scheduled for public hearing on Tuesday, February 18th (excluding bills list that do not apply to the private sector or are industry specific).  Thanks to Eric Gjede, Assistant Counsel at Connecticut Business & Industry Association for the list and brief explanation.

1. S.B. No. 32 AN ACT CONCERNING WORKING FAMILIES’ WAGES. (LAB) This bill imposes a fine on employers and franchisees with 500 or more employees that do not pay their employees the standard rate of wages.  The standard rate of wages is the wage paid to certain unionized food service, maintenance and janitorial employees.

2. S.B. No. 57 (RAISED) AN ACT CONCERNING THE DIRECT DEPOSIT OF WAGES. (LAB) This bill will require employers to arrange with payroll providers that any “wages” that are directly deposited into an employee’s account be electronically tagged as “wages”.  If tagged, these wages become “readily identifiable”, and a portion will still be available to the employee if the account is frozen by a creditor.

3. S.B. No. 58 (RAISED) AN ACT CONCERNING AN INCREASE IN PENALTIES DUE TO FALSE OR MISLEADING DECLARATIONS, STATEMENTS OR REPRESENTATIONS. (LAB) This bill increases the penalties on employers that willfully fail to declare wages on payroll records.

4. S.B. No. 60 (RAISED) AN ACT CONCERNING EMPLOYEE WORKING CONDITIONS. (LAB) This may be a placeholder bill for a concept yet to be determined.

5. S.B. No. 64 (RAISED) AN ACT CONCERNING AMENDMENTS TO THE DEPARTMENT OF LABOR STATUTES. (LAB) This primarily makes technical fixes to the labor department statutes.  Most of the fixes are centered around eliminating references to a program on developing a film workforce, and requirements to coordinate all workforce development programs in the state.  It also eliminates a requirement labor organizations file a report with the labor department that can be inspected by the union members.

6. H.B. No. 5054 AN ACT CONCERNING UNEMPLOYED JOB SEEKERS. (LAB) This bill makes it fineable offense to for a business to post advertisements for open employment positions and indicating that unemployed individuals are disqualified from the job.

7. H.B. No. 5064 (RAISED) AN ACT CONCERNING THE LABOR DEPARTMENT. (LAB) This may be a placeholder bill for a concept yet to be determined.

8. H.B. No. 5065 (RAISED) AN ACT CONCERNING UNEMPLOYMENT COMPENSATION. (LAB) This is a placeholder bill designed for another concept.

9. H.B. No. 5069 (RAISED) AN ACT CONCERNING LOW WAGE EMPLOYERS. (LAB) This bill imposes a fine of $1 per hour per employee on employers and franchisees with 500 or more employees that do not pay their employees the standard rate of wages.  The standard rate of wages is the wage paid to certain unionized food service, maintenance and janitorial employees.

For a complete listing of the bills that are the subject of the hearing, please click here.

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

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):

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.


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.