Effective April 20, 2020 at 8:00 p.m., employees in the workplace are required to wear a face mask or cloth face covering. Governor Lamont issued this directive as part of Executive Order No. 7BB, which also requires individuals in public to “cover their mouth and nose with a mask or cloth face-covering” when a “safe social distance of approximately six feet from every other person” cannot be maintained. Connecticut follows New York’s lead once again, as New York previously implemented a substantively identical order.

Continue Reading Connecticut Updates Safe Workplace Rules to Require Masks In the Workplace

On Friday, March 20, Governor Lamont issued an executive order requiring non-essential workers to stay home.  All workplaces have been ordered to utilize telecommuting, where possible.  Executive Order 7H represents the most drastic step yet in Connecticut’s battle against COVID-19, and followed mere hours after Governor Cuomo announced similar measures in New York.  The

Next month, Connecticut legislators from across the political spectrum are set to formally introduce a bill prohibiting employers from inquiring into a job applicant’s age, birthday, or graduation date, unless necessary for a bona fide employment reason.  At an announcement on Thursday, January 16, 2020, a wide ranging group of elected officials and other stakeholders heralded the measure as a protection for older workers facing age discrimination in the labor market.  Connecticut has the sixth oldest workforce in the country.  A similar bill, H.B. No. 6113, passed the Labor Committee last year, but was never presented for a vote in the House.

Continue Reading How Old Are You, Job Seeker? Connecticut Legislators to Introduce Bill Banning the Question

On September 24, 2019, the U.S. Department of Labor (DOL) issued its final overtime rule as it relates to the minimum salary threshold for exempt employees. The DOL estimates that 1.3 million workers will be eligible for overtime pay as a result of its final rule.  Here is how the new rule will impact workers in Connecticut, Massachusetts and New York.
Continue Reading Update: DOL Issues Final Rule On Minimum Salary Threshold for Exempt Employees: The Impact in Connecticut, Massachusetts, and New York

Effective October 1, 2019, Connecticut increased the minimum wage and implemented extensive revisions to existing sexual harassment laws. Below is a brief summary of the changes. As always, Murtha employment lawyers are available to discuss these new laws and how they may affect your organization.

Changes to Connecticut Sexual Harassment Laws


Continue Reading Revised Sexual Harassment Law and Minimum Wage Increase Take Effect October 1, 2019

Monumental changes to Connecticut employment law are on the horizon.

Late last week, the House approved a bill creating a paid family and medical leave program in Connecticut. Senate Bill 0001, “An Act Concerning Paid Family and Medical Leave,” creates a Family and Medical Leave Insurance (FMLI) program to provide wage replacement benefits to certain employees taking leave for reasons allowed under Connecticut’s Family and Medical Leave Act (CFMLA).
Continue Reading Connecticut House Passes Extensive Paid Family Medical Leave Bill

State senators voted early this morning to raise Connecticut’s hourly minimum wage to $15.00 by June 1, 2023 in a plan that involves five annual increases. House Bill 5004, “An Act Increasing the Minimum Fair Wage,” was proposed to provide more economic security to Connecticut families by increasing the minimum fair wage. 
Continue Reading Connecticut Senate Passes Bill to Raise Minimum Wage to $15

On Tuesday, Governor Malloy signed into law a bill amending Connecticut’s Act Concerning Pay Equity so that, with limited exceptions, Connecticut employers will no longer be allowed to inquire about an applicant’s wage and salary history. Following the trend set by states that have enacted pay equity measures, including Massachusetts, Connecticut’s pay equity law imposes a number of restrictions on employers.

Beginning January 1, 2019, Connecticut employers with one or more employees (practically speaking, all Connecticut employers) will be prohibited from inquiring, either directly or through a third party, about a prospective employee’s wage and salary history. The prospective employee may voluntarily disclose its wage or salary history, however.
Continue Reading Connecticut Employers Cannot Inquire About an Applicant’s Compensation History Beginning January 1, 2019