reglab/statecodes huggingface dataset:
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-48d. - Employers engaged in electronic monitoring required to give prior notice to employees. Exceptions. Civil penalty.

(a) As used in this section:
(1) “Employer” means any person, firm or corporation, including the state and any political subdivision of the state which has employees;
(2) “Employee” means any person who performs services for an employer in a business of the employer, if the employer has the right to control and direct the person as to (A) the result to be accomplished by the services, and (B) the details and means by which such result is accomplished; and
(3) “Electronic monitoring” means the collection of information on an employer's premises concerning employees' activities or communications by any means other than direct observation, including the use of a computer, telephone, wire, radio, camera, electromagnetic, photoelectronic or photo-optical systems, but not including the collection of information (A) for security purposes in common areas of the employer's premises which are held out for use by the public, or (B) which is prohibited under state or federal law.
(b) (1) Except as provided in subdivision (2) of this subsection, each employer who engages in any type of electronic monitoring shall give prior written notice to all employees who may be affected, informing them of the types of monitoring which may occur. Each employer shall post, in a conspicuous place which is readily available for viewing by its employees, a notice concerning the types of electronic monitoring which the employer may engage in. Such posting shall constitute such prior written notice.
(2) When (A) an employer has reasonable grounds to believe that employees are engaged in conduct which (i) violates the law, (ii) violates the legal rights of the employer or the employer's employees, or (iii) creates a hostile workplace environment, and (B) electronic monitoring may produce evidence of this misconduct, the employer may conduct monitoring without giving prior written notice.
(c) The Labor Commissioner may levy a civil penalty against any person that the commissioner finds to be in violation of subsection (b) of this section, after a hearing conducted in accordance with sections 4-176e to 4-184, inclusive. The maximum civil penalty shall be five hundred dollars for the first offense, one thousand dollars for the second offense and three thousand dollars for the third and each subsequent offense.
(d) The provisions of this section shall not apply to a criminal investigation. Any information obtained in the course of a criminal investigation through the use of electronic monitoring may be used in a disciplinary proceeding against an employee.
(P.A. 98-142.)
There is no private cause of action under section, and legislature intended enforcement mechanisms for violation of section to be limited to proceedings before the Labor Commissioner. 294 C. 461.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49. - Care required of a master for his servant's safety.

It shall be the duty of the master to exercise reasonable care to provide for his servant a reasonably safe place in which to work, reasonably safe appliances and instrumentalities for his work and fit and competent persons as his colaborers and to exercise reasonable care in the appointment or designation of a vice-principal and to appoint as such vice-principal a fit and competent person. The default of a vice-principal in the performance of any duty imposed by law on the master shall be the default of the master.
(1949 Rev., S. 7367.)
Cited. 80 C. 205; 143 C. 197. No basis for action under statute where case is clearly within scope of Workers' Compensation Act. 196 C. 529. Cited. 243 C. 66. Employer's refusal to accommodate employee's work-at-home request did not create an unlawful working condition under section. 249 C. 766.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49i. - Family and Medical Leave Insurance Trust Fund established.

(a) There is established a fund to be known as the “Family and Medical Leave Insurance Trust Fund” for the purpose of providing family and medical leave compensation to covered employees. The Family and Medical Leave Insurance Trust Fund shall be a nonlapsing fund held by the State Treasurer separate and apart from all other moneys, funds and accounts. Investment earnings credited to the trust shall become part of the trust.
(b) The fund shall constitute an instrumentality of the state and shall perform essential governmental functions, in accordance with the provisions of this section. The trust shall receive and hold all payments and deposits and premiums intended for the trust, as well as gifts, bequests, endowments or federal, state or local grants and any other funds from any public or private source and all earnings until disbursed in accordance with the provisions of this section.
(c) The amounts on deposit in the trust shall not constitute property of the state and the trust shall not be construed to be a department, institution or agency of the state. Amounts on deposit in the trust shall not be commingled with state funds and the state shall have no claim to or against, or interest in, such funds. Any contract entered into by or any obligation of the trust shall not constitute a debt or obligation of the state and the state shall have no obligation to any designated beneficiary or any other person on account of the trust and all amounts obligated to be paid from the trust shall be limited to amounts available for such obligation on deposit in the trust. The trust shall continue in existence as long as it holds any deposits or has any obligations and until its existence is terminated by law and upon termination any unclaimed assets shall return to the state. Property of the trust shall be governed by section 3-61a.
(d) The State Treasurer shall be responsible for the receipt and investment of moneys held by the trust. The trust shall not receive deposits in any form other than cash. No depositor or designated beneficiary may direct the investment of any contributions or amounts held in the trust other than the specific fund options provided for by the trust.
(e) The assets of the trust shall be used for the purpose of distributing family and medical leave compensation to covered employees, paying the operational and administrative costs of the authority, educating and informing persons about the program and paying the operational, administrative and investment costs of the trust, including those incurred pursuant to section 31-49j.
(P.A. 19-25, S. 5.)
History: P.A. 19-25 effective June 25, 2019.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49j. - Duties of State Treasurer.

The State Treasurer, on behalf of the Family and Medical Leave Insurance Trust Fund and for purposes of the trust, shall:
(1) Receive and invest moneys in the trust in any instruments, obligations, securities or property in accordance with sections 31-49g to 31-49i, inclusive;
(2) Procure insurance as the State Treasurer deems necessary to protect the trust's property, assets, activities or deposits or contributions to the trust; and
(3) Apply for, accept and expend gifts, grants or donations from public or private sources to carry out the objectives of the trust.
(P.A. 19-25, S. 6.)
History: P.A. 19-25 effective June 25, 2019.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49k. - State Treasurer. Investments.

The State Treasurer shall invest the amounts on deposit in the Family and Medical Leave Insurance Trust Fund in a manner reasonable and appropriate to achieve the objectives of the trust, exercising the discretion and care of a prudent person in similar circumstances with similar objectives. The State Treasurer shall give due consideration to rate of return, risk, term or maturity, diversification of the total portfolio within the trust, liquidity, the projected disbursements and expenditures and the expected payments, deposits, contributions and gifts to be received. The State Treasurer shall not require the trust to invest directly in obligations of the state or any political subdivision of the state or in any investment or other fund administered by the State Treasurer. The assets of the trust shall be continuously invested and reinvested in a manner consistent with the objectives of the trust until disbursed upon order of the authority or expended on expenses incurred by the operations of the trust.
(P.A. 19-25, S. 7.)
History: P.A. 19-25 effective June 25, 2019.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49l. - Board of directors. Responsibilities.

(a) The Paid Family and Medical Leave Insurance Authority board of directors, in conducting the business of the authority, including its oversight functions, shall act: (1) With the care, skill, prudence and diligence under the circumstances then prevailing that a prudent person acting in a like capacity and familiar with such matters would use in the conduct of an enterprise of like character and with like aims; and (2) in accordance with the provisions of sections 31-49e to 31-49t, inclusive, and any other applicable sections of the general statutes.
(b) The board shall, to the extent reasonable and practicable, require any agents engaged or appointed by the authority to abide by the standard of care described in subsection (a) of this section.
(P.A. 19-25, S. 8.)
History: P.A. 19-25 effective June 25, 2019.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49m. - Enrollment in program by self-employed individual or sole proprietor. Withdrawal from program.

(a) A self-employed individual or sole proprietor, upon application to the authority, in a form and manner prescribed by the authority, may enroll in the Family and Medical Leave Insurance Program, provided such self-employed individual or sole proprietor is enrolled in the program for an initial period of not less than three years. Such self-employed individual or sole proprietor shall be automatically reenrolled in the program for a subsequent period, or periods, of not less than one year. Such reenrollment begins immediately following a period of participation in the program.
(b) A self-employed individual or sole proprietor may withdraw from the program upon submitting written notice to the authority not less than thirty days prior to the expiration of the initial enrollment or subsequent reenrollment period, or at such other times as the authority may prescribe by rule.
(P.A. 19-25, S. 9.)
History: P.A. 19-25 effective June 25, 2019.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49n. - Public education campaign. Web site, web-based form, application or digital service.

(a) The authority shall conduct a public education campaign to inform individuals and employers regarding the Family and Medical Leave Insurance Program. Such campaign shall include, but not be limited to, information about the requirements for receiving family and medical leave compensation, how to apply for such compensation and the circumstances for which such compensation may be available. The authority may use funds contributed to the Family and Medical Leave Insurance Trust Fund for purposes of the public education campaign. Information distributed or made available under the campaign shall be available in English and Spanish and in any other language prescribed by the authority.
(b) The authority shall ensure to the greatest extent practicable that any web site, web-based form, application or digital service: (1) is accessible to individuals with disabilities in accordance with WCAG2.0 AA or similar updated standard; (2) has a consistent appearance; (3) contains a search function that allows users to easily search content intended for public use; (4) is provided through an industry standard secure connection; (5) is designed around user needs with data-driven analysis influencing management and development decisions, using qualitative and quantitative data to determine user goals, needs and behaviors and continually test the web site, web-based form, web-based application or digital service to ensure that user needs are addressed; (6) provides users of the new or redesigned web site, web-based form, web-based application or digital service with the option for a more customized digital experience that allows users to complete digital transactions in an efficient and accurate manner; (7) is fully functional and usable on common mobile devices; and (8) uses free and open-source tools when possible, such as open standards in accordance with the US Web Design Standards built by the US General Services Administration.
(P.A. 19-25, S. 10.)
History: P.A. 19-25 effective January 1, 2020.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49p. - Covered employees. Denial of compensation. Penalty. Appeals filed with Labor Commissioner. Court appeals.

(a) Any covered employee aggrieved by a denial of compensation under the Family and Medical Leave Insurance Program or any person aggrieved by the imposition of a penalty imposed pursuant to section 31-49r may file an appeal with the Labor Commissioner not more than twenty-one calendar days after issuance of the denial or penalty decision, unless good cause exists for the late filing.
(b) Upon receipt of any such appeal, the commissioner, or the commissioner's designee, shall decide the appeal based upon the file record, except that the commissioner or designee may do one or both of the following: (1) Supplement the file record, or (2) conduct a hearing. For purposes of this section, “file record” means any documents submitted to the Paid Family and Medical Leave Insurance Authority or to the private plan administrator, any documents relied upon by the authority or the private plan administrator in making its determination, and any other documents the commissioner or designee deems necessary to dispose of the appeal. The commissioner or designee may require the attendance of witnesses and the production of documents in connection with the appeal, and may issue subpoenas. The Labor Department shall adopt regulations, in accordance with the provisions of chapter 54, concerning the rules of procedure for the disposition of appeals filed under the provisions of this section.
(c) After determination of the appeal, the commissioner or designee shall send each party a written copy of the decision. The commissioner or designee may award the covered employee or person all appropriate relief, including any compensation or benefits to which the employee otherwise would have been eligible if such denial had not occurred. Any party aggrieved by the decision of the commissioner or designee may appeal the decision to the superior court for the judicial district of Hartford or for the judicial district in which the appellant resides, not later than thirty days after issuance of the decision.
(P.A. 19-25, S. 12; June Sp. Sess. P.A. 21-2, S. 275.)
History: P.A. 19-25 effective June 25, 2019; June Sp. Sess. P.A. 21-2 added Subsec. designators (a) to (c), replaced references to complaint with references to appeal, amended Subsec. (a) to add deadline for filing appeal, amended Subsec. (b) to replace requirement to hold hearing with provisions re commissioner's or commissioner's designee's authority to decide appeal based on file record, add Subdivs. (1) and (2) and definition of “file record”, and add provisions re powers of commissioner or designee and requirement to adopt regulations, and amended Subsec. (c) to replace “hearing” with “determination of the appeal”, add references to designee, replace reference to Superior Court with reference to superior court for judicial district of Hartford or where appellant resides and add deadline for appealing to court, effective June 23, 2021.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49q. - Written notice required of employer.

Each employer shall, at the time of hiring, and annually thereafter, provide written notice to each of the employer's employees (1) of the entitlement to family and medical leave under sections 31-51kk to 31-51qq, inclusive, and 31-51ss and the terms under which such leave may be used, (2) of the opportunity to file a claim for compensation under the program, (3) that retaliation by the employer against the employee for requesting, applying for or using family and medical leave for which the employee is eligible is prohibited, and (4) that the employee has a right to file a complaint with the Labor Commissioner for any violation of said sections. The Labor Commissioner may adopt regulations, in accordance with chapter 54, to establish additional requirements concerning the means by which employers shall provide such notice.
(P.A. 19-25, S. 13.)
History: P.A. 19-25 effective July 1, 2022.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49r. - Disqualification from program. Repayment of benefits. Wilful misrepresentation. Financial penalties. Health care providers. Medical certifications.

(a) Any individual participating in the program who wilfully makes a false statement or misrepresentation regarding a material fact, or wilfully fails to report a material fact, to obtain family and medical leave compensation shall be disqualified from receiving any compensation under the program for two years after making such false statement or misrepresentation or failing to report such material fact.
(b) If family and medical leave compensation is paid to a covered employee erroneously or as a result of wilful misrepresentation by such employee, or if a claim for family and medical leave compensation is rejected after compensation is paid, the authority may seek repayment of benefits from the employee having received such compensation and may also, in the case of wilful misrepresentation, seek payment of a penalty in the amount of fifty per cent of the benefits paid as a result of such misrepresentation. The authority may waive, in whole or in part, the amount of any such payments if the recovery would be against equity and good conscience.
(c) If family and medical leave compensation is paid as a result of wilful misrepresentation by any health care provider, the authority shall notify the Labor Commissioner and may seek payment of a penalty from such health care provider in the amount of three hundred per cent of the benefits paid as a result of such misrepresentation. The authority may waive, in whole or in part, the amount of any such payments where the recovery would be against equity and good conscience.
(d) Any person, including an employer, who intentionally aids, abets, assists, promotes or facilitates the making of, or the attempt to make, any claim for benefits or the receipt or attempted receipt of benefits by another person in violation of subsection (b) of this section shall be liable for the same financial penalty as the person making or attempting to make the claim or receiving or attempting to receive the benefits.
(e) A health care provider shall complete a timely medical certification of a patient's serious medical condition at the request of the patient. No health care provider shall charge a patient a fee for such service.
(P.A. 19-25, S. 14.)
History: P.A. 19-25 effective June 25, 2019.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49s. - Employer providing more expansive benefits.

Nothing in sections 31-49e to 31-49t, inclusive, 31-51kk to 31-51qq, inclusive, or section 31-51ss shall be construed to (1) prevent employers from providing any benefits that are more expansive than those provided for under said sections, (2) diminish any rights provided to any covered employee under the terms of the covered employee's employment or a collective bargaining agreement, or (3) interfere with, impede or in any way diminish the right of an employee to bargain collectively with his or her employer through a representative of his or her choosing, in order to establish wages or conditions of work in excess of the applicable minimum pursuant to sections 3-13c, 31-49e to 31-49t, inclusive, 31-51kk to 31-51mm, inclusive, and 31-51oo to 31-51qq, inclusive.
(P.A. 19-25, S. 15.)
History: P.A. 19-25 effective June 25, 2019.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-49t. - Authority's annual report.

Not later than July 1, 2022, and annually thereafter, the authority shall report, in accordance with section 11-4a of the general statutes, to the Office of Policy and Management and to the joint standing committees of the General Assembly having cognizance of matters relating to appropriations and the budgets of state agencies and labor, on (1) the projected and actual participation in the program, (2) the balance of the trust, (3) the reasons claimants are receiving family and medical leave compensation, (4) the success of outreach and education efforts, (5) demographic information of claimants, including gender, age, town of residence and income level, and (6) the total number of claims made and claims denied.
(P.A. 19-25, S. 16.)
History: P.A. 19-25 effective June 25, 2019.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-50. - Enforcement.

The commissioner shall enforce the provisions of part I of this chapter and sections 31-23 to 31-49, inclusive, by giving proper orders or notices to the persons or corporations owning, operating or managing the factories or buildings inspected by him and shall make complaint to the state's attorneys of any violation of said provisions.
(1949 Rev., S. 3760.)
Statute does not apply when it is agreed that reciprocal notice shall be given. 58 C. 104. Cited. 196 C. 529.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-50a. - Noncompete agreements: Security guards.

(a) No employer may require any person employed in the classification 339032 of the standard occupational classification system of the Bureau of Labor Statistics of the United States Department of Labor to enter into an agreement prohibiting such person from engaging in the same or a similar job, at the same location at which the employer employs such person, for another employer or as a self-employed person, unless the employer proves that such person has obtained trade secrets, as defined in subsection (d) of section 35-51, of the employer.
(b) (1) Any person who is aggrieved by a violation of this section may bring a civil action in the Superior Court to recover damages and for such injunctive and equitable relief as the court deems appropriate.
(2) The Labor Commissioner may request the Attorney General to bring an action in the superior court for the judicial district of Hartford for restitution on behalf of any person injured by any violation of this section and for such injunctive or equitable relief as the court deems appropriate.
(c) The provisions of this section shall apply to agreements entered into, renewed or extended on or after October 1, 2007.
(P.A. 07-237, S. 1.)
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-50b. - Noncompete agreements: Broadcast employees.

(a) As used in this section:
(1) “Associated broadcast entities” means entities that provide reporting services to broadcast television or radio stations, including without limitation, subcontractors that provide weather, sports, traffic and other reports for broadcast or cablecast;
(2) “Broadcast employee” means any employee of a broadcast industry employer, except those employees whose services primarily include sales or management functions;
(3) “Broadcast industry employer” means the owner or operator of one or more broadcast television or radio stations, including any associated broadcast entity, but excluding cable stations or cable networks;
(4) “Broadcast television or radio station” means an entity that is owned or operated either by holding a Federal Communications Commission television or radio license for the station, or by operating a station through a local service, sales, marketing or outsourcing agreement;
(5) “Cable network” means an entity that distributes programming to two or more local cable systems;
(6) “Cable station” means an entity that produces or transmits programming to one or more local cable systems; and
(7) “Local cable system” means a cable system, as defined in 47 USC 522, as from time to time amended, operating in the state.
(b) No broadcast industry employer employment contract for the services of a broadcast employee may contain a provision requiring that such broadcast employee:
(1) Refrain from obtaining employment in a specified geographical area for a specified period of time after termination of employment with that broadcast industry employer;
(2) Disclose the terms or conditions of an offer of employment, or the existence of any such offer, from any other broadcast industry employer following the expiration of the term of the employment contract; or
(3) Agree to enter into a subsequent employment contract with the broadcast industry employer, or extend or renew the existing employment contract, upon the same terms and conditions offered by a prospective employer.
(c) Any person who is aggrieved by a violation of this section may bring a civil action in the Superior Court to recover damages, together with court costs and reasonable attorney's fees.
(d) The provisions of this section shall apply to employment contracts entered into, renewed or extended on or after July 1, 2007.
(P.A. 07-237, S. 2.)
History: P.A. 07-237 effective July 1, 2007.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51. - Blacklisting.

Any person, or any officer or agent of any corporation, company, firm, or the state or any political subdivision thereof, who blacklists any employee, mechanic or laborer, or publishes or causes to be published the name of any such employee, mechanic or laborer, with the intent and for the purpose of preventing such employee, mechanic or laborer from engaging in or securing employment from any other person, corporation, company, firm, or the state or any political subdivision thereof, or, in any manner, conspires or contrives, by correspondence or otherwise, to prevent such employee, mechanic or laborer from procuring employment, shall be fined not less than fifty and not more than two hundred dollars; but the provisions of this section shall not be construed so as to prohibit any person, or any officer or agent of any corporation, company, firm, or the state or any political subdivision thereof, from giving a truthful statement of any facts concerning a present or former employee of such person, corporation, company, firm, or the state or any political subdivision thereof, on the application of such employee or of any person, or any officer or agent of any corporation, company, firm, or the state or any political subdivision thereof, who may be considering the employment of such employee.
(1949 Rev., S. 8531; P.A. 75-104.)
History: P.A. 75-104 made provisions applicable to the state and its political subdivisions.
See Sec. 31-105 re unfair labor practices.
Cited. 313 U.S. 184. Section does not preclude application of a qualified privilege to statements made in an employment reference. 284 C. 35.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51aa. - Drug testing: Effect of collective bargaining agreement.

No provision of any collective bargaining agreement may contravene or supersede any provision of sections 31-51t to 31-51aa, inclusive, so as to infringe the privacy rights of any employee.
(P.A. 87-551, S. 12.)
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51bb. - Right of employee to pursue cause of action.

No employee shall be denied the right to pursue, in a court of competent jurisdiction, a cause of action arising under the state or federal Constitution or under a state statute solely because the employee is covered by a collective bargaining agreement. Nothing in this section shall be construed to give an employee the right to pursue a cause of action in a court of competent jurisdiction for breach of any provision of a collective bargaining agreement or other claims dependent upon the provisions of a collective bargaining agreement.
(P.A. 88-275, S. 1.)
Permits employee, despite prior voluntary submission of a related claim to final arbitration under collective bargaining agreement, to pursue statutory cause of action in Superior Court. 226 C. 475. Cited. 229 C. 801; 236 C. 421. Section does not create independent right to jury determination of damages when it is unclear that any litigant has such a right. 278 C. 692. Although collective bargaining agreement was relevant to degree of economic losses suffered by plaintiff, her indemnification claim was authorized by statute, Sec. 53-39a, and she was not required to exhaust administrative remedies prior to bringing action. 300 C. 708. The phrase “in a court of competent jurisdiction” was not intended to specify the forum in which an employee covered by a collective bargaining agreement may vindicate the right to raise a statutory claim in an agency, but was intended to make clear that the procedures provided for in a collective bargaining agreement would not be the exclusive vehicle by which employees covered by that agreement may vindicate their statutory and constitutional rights; Compensation Review Board correctly determined that section permitted plaintiff to file a claim with the Workers' Compensation Commission pursuant to Sec. 31-290a, despite the fact that the State Board of Mediation and Arbitration had issued an adverse decision on a similar claim in the arbitration proceeding brought pursuant to plaintiff's collective bargaining agreement. 329 C. 366.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51cc to 31-51gg. - Family and medical leave: Definitions, length of leave, eligibility. Prohibition of discrimination. Regulations, report. Phase-in provisions. Report on establishment of state-wide job bank.

Sections 31-51cc to 31-51gg, inclusive, are repealed, effective January 1, 1997.
(P.A. 89-382, S. 1–6; P.A. 95-79, S. 113, 189; P.A. 96-140, S. 9, 10.)
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51f. - Participation in Manpower Development and Training Act.

The Labor Department and the Department of Education are authorized to participate in the Manpower Development and Training Act of 1962, as amended, by providing from funds appropriated or transferred to them for such purpose, in accordance with and to the extent required by said federal act, amounts necessary to match the amounts expended by the United States Treasury.
(1963, P.A. 608, S. 1.)
History: (Revisor's note: In 1997 a reference to “Education Department” was changed editorially by the Revisors to “Department of Education” for consistency with customary statutory usage).
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51g. - Use of polygraph prohibited. Penalty. Exceptions.

(a) For the purposes of this section “polygraph” means any mechanical or electrical instrument or device of any type used or allegedly used to examine, test or question individuals for the purpose of determining truthfulness.
(b) (1) No person, firm, corporation, association or the state or any political subdivision thereof shall request or require any prospective employee or any employee to submit to, or take, a polygraph examination as a condition of obtaining employment or of continuing employment with such employer or dismiss or discipline in any manner an employee for failing, refusing or declining to submit to or take a polygraph examination. (2) No employment agency, as defined in section 31-129, and no agent for an employer shall require any person to submit to, or take, a polygraph examination for any purposes whatsoever.
(c) Any person, firm, corporation or association which violates any provision of this section shall be fined not less than two hundred fifty dollars nor more than one thousand dollars for each violation.
(d) The provisions of this section shall not apply to persons to be employed (1) by the state or any local government or any political subdivision thereof in any police department except for civilian employees within the department or (2) by the Department of Correction, but shall apply with respect to obtaining and maintaining employment of other persons by the state or any local government or political subdivision thereof.
(1967, P.A. 488, S. 1-4; P.A. 75-631; P.A. 98-126, S. 2.)
History: P.A. 75-631 made provisions applicable to the state and its political subdivisions; P.A. 98-126 amended Subsec. (d) to make provisions of section inapplicable to persons to be employed by the Department of Correction.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51h. - Employer not to cancel insurance coverage or cease making contributions to welfare fund of employee eligible to receive or receiving workers' compensation or sick leave payments. Employer accident report. Complaint. Hearing. Appeal.

Section 31-51h is repealed.
(1967, P.A. 782; P.A. 76-420, S. 1, 2; P.A. 77-116; P.A. 79-376, S. 29; P.A. 81-464, S. 1; P.A. 82-398, S. 7.)
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51hh. - Reimbursement by employee of any loss or shortage resulting from wrongdoing by a customer.

No employer may request or require reimbursement from an employee for any loss or shortage incurred in the course of the employer's business as a result of any wrongdoing on the part of a customer.
(P.A. 89-78.)
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51ii. - Meal periods. Exemptions. Regulations.

(a) No person shall be required to work for seven and one-half or more consecutive hours without a period of at least thirty consecutive minutes for a meal. Such period shall be given at some time after the first two hours of work and before the last two hours.
(b) The provisions of this section shall not be construed to alter or impair the provisions of any collective bargaining agreement in effect on July 1, 1990.
(c) The Labor Commissioner shall exempt any employer from the requirements of this section if he finds that (1) requiring compliance would be adverse to public safety, (2) the duties of a position may only be performed by one employee, (3) the employer employs less than five employees on a shift at a single place of business provided the exemption shall only apply to the employees on such shift, or (4) the continuous nature of an employer's operations, such as chemical production or research experiments, requires that employees be available to respond to urgent or unusual conditions at all times and such employees are compensated for break and meal periods.
(d) The provisions of this section shall not apply to any professional employee certified by the State Board of Education and employed by a local or regional board of education of any town or regional school district to work directly with children.
(e) The provisions of this section shall not prevent any employer and employee from entering into a written agreement providing for a different schedule of meal periods than the schedule required by subsection (a) of this section.
(f) The provisions of this section shall not apply to any employer who provides thirty or more total minutes of paid rest or meal periods to employees within each seven and one-half hour work period.
(g) Any employer who violates the provisions of this section may be subject to civil penalties in accordance with section 31-69a.
(P.A. 89-71, S. 1, 2; P.A. 90-37, S. 1, 2; P.A. 96-122; P.A. 22-67, S. 4.)
History: P.A. 89-71 effective July 1, 1990; P.A. 90-37 added Subsec. (e) concerning written agreements for different schedules and Subsec. (f) concerning employers who provide 30 or more total minutes of paid rest or meal periods within seven-and-one-half-hour work periods; P.A. 96-122 added Subsec. (g) making employers who violate the section subject to civil penalties; P.A. 22-67 amended Subsec. (c) to remove requirement for Labor Commissioner to adopt regulations to establish procedures and requirements for granting exemptions, effective May 23, 2022.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51jj. - Notice to employees of incoming emergency telephone calls.

(a) For purposes of this section:
(1) “Emergency” means a situation in which a member of the employee's family or a person designated by the employee in accordance with section 1-56r has died, has experienced a serious physical injury or is ill and in need of medical attention; and
(2) “Member of the employee's family” means a mother, father, husband, wife, son, daughter, sister or brother of the employee.
(b) An employer shall notify an employee of an incoming emergency telephone call for the employee if the caller states that the emergency involves a member of the employee's family or a person designated by the employee in accordance with section 1-56r. It shall not be a violation of this section if the employer proves, by a preponderance of the evidence, that he or she made reasonable efforts to notify the employee of the emergency telephone call.
(c) The failure of an employer to comply with any provision of this section shall be an infraction.
(P.A. 93-347; P.A. 02-105, S. 10.)
History: P.A. 02-105 amended Subsec. (a)(1) to redefine “emergency” and amended Subsec. (b) to require employer to notify employee of incoming emergency call from a person designated by the employee in accordance with Sec. 1-56r.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51l. - Leave of absence for certain public and private employees elected to public office.

Any person employed by a private employer which employs more than twenty-five persons, or by a municipality in which there is no ordinance or charter provision to the contrary, who leaves such employment to accept a full-time elective municipal or state office shall be granted a personal leave of absence from such employment for not more than two consecutive terms of such office. Upon reapplication for his original position at the expiration of such term or terms of office, such person shall be reinstated to his original position or a similar position with equivalent pay and accumulated seniority, retirement, fringe benefits and other service credits, unless the employer's circumstances have so changed as to make it impossible or unreasonable to do so. Such person shall give notice in writing to his employer that he is a candidate for a full-time municipal or state office within thirty days after nomination for that office.
(P.A. 73-258; P.A. 74-241; P.A. 77-120.)
History: P.A. 74-241 made provisions re personal leaves of absence for persons elected to office applicable to municipalities “in which there is no ordinance or charter provision to the contrary”; P.A. 77-120 permitted leaves of absence for not more than two consecutive terms rather than for a single term.
See Sec. 2-3a re prohibition against employers' discrimination against candidates for or members of General Assembly.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51n. - Definitions.

When used in this section and section 31-51o:
(1) “Covered establishment” means any industrial, commercial or business facility which employs, or has employed at any time in the preceding twelve-month period, one hundred or more persons;
(2) “Employer” means any person who directly or indirectly owns, operates or has a controlling interest in a covered establishment, excluding the state or any political subdivision thereof, or any agricultural enterprise or any construction enterprise;
(3) “Employee” means any individual engaged in service to an employer in a business of his employer;
(4) “Person” means one or more individuals, partnerships, associations, corporations, limited liability companies, business trusts, legal representatives or any organized group of persons;
(5) “Relocation” means the removal of all or substantially all of industrial or commercial operations in a covered establishment to a location outside the state of Connecticut;
(6) “Closing” means the permanent shutting down of all operations within a covered establishment, provided “closing” shall not include the reopening of a covered establishment within the state, covered establishments which close under the provisions of the Federal Bankruptcy Act, as amended (USC Title 11), or covered establishments shutting down operations due to natural disasters.
(P.A. 83-451, S. 1, 4; P.A. 95-79, S. 112, 189.)
History: P.A. 95-79 redefined “person” to include limited liability companies, effective May 31, 1995.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51nn. - Family and medical leave: Employment and benefits protection.

(a) Any eligible employee who takes leave under section 31-51ll for the intended purpose of the leave shall be entitled on return from such leave (1) to be restored by the employer to the position of employment held by the employee when the leave commenced; (2) if the original position of employment is not available, to be restored to an equivalent position with equivalent employment benefits, pay and other terms and conditions of employment; or (3) in the case of a medical leave, if the employee is medically unable to perform the employee's original job upon the expiration of such leave, to be transferred to work suitable to such employee's physical condition if such work is available.
(b) The taking of leave under section 31-51
ll
shall not result in the loss of any employment benefit accrued prior to the date on which the leave commenced.
(c) Nothing in this section shall be construed to entitle any restored employee to (1) the accrual of any seniority or employment benefits during any period of leave; or (2) any right, benefit or position of employment other than any right, benefit or position to which the employee would have been entitled had the employee not taken the leave.
(d) As a condition of restoration under subsection (a) of this section for an employee who has taken leave under subparagraph (D) of subdivision (2) of subsection (a) of section 31-51
ll
, the employer may have a uniformly applied practice or policy that requires each such employee to receive certification from the health care provider of the employee that the employee is able to resume work, except that nothing in this subsection shall supersede a valid law of this state or a collective bargaining agreement that governs the return to work of such employees.
(e) Nothing in this section shall be construed to prohibit an employer from requiring an employee on leave under section 31-51
ll
to report periodically to the employer on the status and intention of the employee to return to work.
(f) Employees may have additional rights under other state and federal law, including rights under the federal Americans with Disabilities Act of 1990. Nothing in sections 5-248a and 31-51kk to 31-51qq, inclusive, shall limit any such additional rights.
(P.A. 96-140, S. 4, 10; P.A. 04-95, S. 4; 04-257, S. 51.)
History: P.A. 96-140 effective January 1, 1997; P.A. 04-95, effective October 1, 2004, and P.A. 04-257, effective June 14, 2004, both made identical technical changes in Subsec. (d).
Section does not expressly obligate employer to accommodate employee's work-at-home requests or to refrain from taking adverse action against employee who persists in efforts to secure such arrangement. 249 C. 766.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51o. - Continuation of group health insurance for employees affected by relocation or closing of covered establishment. Exceptions.

(a) Whenever a relocation or closing of a covered establishment occurs, the employer of the covered establishment shall pay in full for the continuation of existing group health insurance, no matter where the group policy was written, issued or delivered, for each affected employee and his dependents, if covered under the group policy, from the date of relocation or closing for a period of one hundred twenty days or until such time as the employee becomes eligible for other group coverage, whichever is the lesser, provided any right of such employee and his dependents to a continuation of coverage, as required by section 38a-512a, shall not be affected by the provisions of this section, and provided further the period of continued coverage required by said sections shall not commence until the period of continued coverage established by this section has terminated.
(b) The provisions of this section shall not apply to those employees who, upon the relocation or closing of a covered establishment, choose to continue their employment with the employer at the new location of the facility.
(c) Notwithstanding the provisions of this section, any contractual agreement arrived at through a collective bargaining process that contains provisions requiring the employer to pay for the continuation of existing group health insurance for his affected employees in the event of a relocation or closing of a covered establishment shall supersede the requirements of this section and, in the event of a conflict, the contractual provisions shall be deemed to be controlling.
(P.A. 83-451, S. 2, 4; P.A. 85-362, S. 2; P.A. 87-274, S. 3; June Sp. Sess. P.A. 98-1, S. 22, 121; P.A. 10-13, S. 3; P.A. 15-247, S. 34.)
History: P.A. 85-362 amended Subsec. (a) to increase from 90 to 120 days the maximum period of continuation of group health insurance coverage to be paid by employers of employees and dependents affected by a relocation or closing; P.A. 87-274 amended Subsec. (a) to change the reference to coverage continuation periods required in Secs. 38-262d and 38-374 to 78 and 156 weeks in recognition of the changes made to those sections in the same public act; June Sp. Sess. P.A. 98-1 amended Subsec. (c) to change the reference to “plant” to a “covered establishment”, effective June 24, 1998; P.A. 10-13 amended Subsec. (a) to delete provision re continuation of coverage for up to 78 or 156 weeks, effective May 5, 2010; P.A. 15-247 amended Subsec. (a) to replace “38a-538 or 38a-554” with “38a-512a”, effective July 10, 2015.
2023 Connecticut General Statutes › Title 31 - Labor › Chapter 557 - Employment Regulation › Section 31-51oo. - Family and medical leave: Confidentiality of medical records and documents.

Records and documents relating to medical certifications, recertifications or medical histories of employees or employees' family members, created for purposes of sections 5-248a, 31-49f to 31-49t, inclusive, and 31-51kk to 31-51qq, inclusive, shall be maintained as medical records pursuant to chapter 563a, except that: (1) Supervisors and managers may be informed regarding necessary restrictions on the work or duties of an employee and necessary accommodations; (2) first aid and safety personnel may be informed, when appropriate, if the employee's physical or medical condition might require emergency treatment; and (3) government officials investigating compliance with sections 5-248a, 31-49f to 31-49t, inclusive, and 31-51kk to 31-51qq, inclusive, or other pertinent law shall be provided relevant information upon request.
(P.A. 96-140, S. 5, 10; P.A. 19-25, S. 20.)
History: P.A. 96-140 effective January 1, 1997; P.A. 19-25 added references to Secs. 31-49f to 31-49t, effective January 1, 2022.