reglab/statecodes huggingface dataset:
Connecticut Administrative Code › Title 46a - Human Rights › 54 - Description of Organization, Rules of Practice and Personal Data Regulations › Complaint Processing and Contested Case Proceedings › Part III - Rules of Practice › Article VI - Appeals from Decisions of Local Human Rights Boards › Sexual Harassment Posting and Training Requirements › Appendix A

Current through July 10, 2024
SEXUAL HARASSMENT IS ILLEGAL
AND IS PROHIBITED
BY
THE CONNECTICUT DISCRIMINATORY EMPLOYMENT PRACTICES
						  ACT
(Section
						  46a-60(a)
						  (8) of the Connecticut General
						  Statutes)
AND
TITLE VII OF THE CIVIL RIGHTS ACT OF 1964
(
						  42
						  United States Code Section 2000e
et
						  seq.
)
SEXUAL HARASSMENT MEANS "ANY UNWELCOME SEXUAL ADVANCES
						  OR REQUESTS FOR SEXUAL FAVORS OR ANY CONDUCT OF A SEXUAL NATURE WHEN:
(1)
SUBMISSION TO SUCH CONDUCT IS MADE EITHER
									 EXPLICITLY OR IMPLICITLY A TERM OR CONDITION OF AN INDIVIDUAL'S EMPLOYMENT;
(2)
SUBMISSION TO OR REJECTION OF SUCH CONDUCT BY
									 AN INDIVIDUAL IS USED AS THE BASIS FOR EMPLOYMENT DECISIONS AFFECTING SUCH
									 INDIVIDUAL; OR
(3)
SUCH CONDUCT HAS THE PURPOSE OR EFFECT OF
									 SUBSTANTIALLY INTERFERING WITH AN INDIVIDUAL'S WORK PERFORMANCE OR CREATING AN
									 INTIMIDATING, HOSTILE OR OFFENSIVE WORKING ENVIRONMENT."
Examples of
SEXUAL
						  HARASSMENT
include
UNWELCOME SEXUAL ADVANCES SUGGESTIVE OR
						  LEWD REMARKS UNWANTED HUGS, TOUCHES, KISSES REQUESTS FOR SEXUAL FAVORS
						  RETALIATION FOR COMPLAINING ABOUT SEXUAL HARASSMENT DEROGATORY OR PORNOGRAPHIC
						  POSTERS, CARTOONS OR DRAWINGS
Remedies for
SEXUAL
						  HARASSMENT
may include
CEASE AND DESIST ORDERS BACK PAY
						  COMPENSATORY DAMAGES HIRING, PROMOTION OR REINSTATEMENT
INDIVIDUALS WHO ENGAGE IN ACTS OF SEXUAL HARASSMENT MAY
						  ALSO BE SUBJECT TO CIVIL AND CRIMINAL PENALTIES.
* * * * * * * * * * * * * * * * * * * * * * * * * * *
						  * * * * * * * *
OPTIONAL
[INCLUDE STATEMENT OF EMPLOYER'S POLICY AND
						  PROCEDURES]. Contact [your Employer's Representative] if you have questions or
						  concerns or believe that you or others are being sexually harassed. .
____________________________ ___________________ .
						  Name Telephone Number . ____________________________ . Unit .
IF YOU
NEED ADDITIONAL INFORMATION
CONTACT
						  THE
PERMANENT COMMISION ON THE STATUS OF WOMEN
, 90 Washingtone
						  Street, Hartford, Connecticut 06106.
(TELEPHONE AND TDD NUMBER 566-5702).
Connecticut Administrative Code › Title 46a - Human Rights › 56(d) - Contract Compliance Minority Business Enterprise Assistance Fund › Section 46a-56(d)-1 - Definitions

Current through July 10, 2024
As used in Sections
				46a-56(d)
				-1 to 46a-56 (d)-7, inclusive:
(1)
			 "Commission" means the commission on human rights and opportunities created by
			 Section
			 46a-52
			 of the Connecticut General Statutes, as amended by Section 1 of Public Act
			 89-332.
(2) "Minority business
			 enterprise" means a business meeting the criteria contained in Section
			 46a-56(d)
			 of the Connecticut General Statutes, as amended by Section 5 of Public Act
			 89-253.
(3) "Treasurer" means the
			 treasurer of the State of Connecticut created by and exercising the powers and
			 authority vested in Chapter 32 of the Connecticut General Statutes.
Connecticut Administrative Code › Title 46a - Human Rights › 56(d) - Contract Compliance Minority Business Enterprise Assistance Fund › Section 46a-56(d)-2 - Notification of recovery

Current through July 10, 2024
Whenever any penalties are recovered in an action by the
				attorney general pursuant to Section
				46a-56(d)
				of the Connecticut General Statutes, as amended by Section 5 of Public Act
				89-253, the treasurer shall notify the commission by certified mail that such
				funds have been deposited in a special fund for the assistance of minority
				business enterprises. Notice shall be made within five (5) days after the
				treasurer receives such funds.
Connecticut Administrative Code › Title 46a - Human Rights › 56(d) - Contract Compliance Minority Business Enterprise Assistance Fund › Section 46a-56(d)-3 - Notification of fund availability

Current through July 10, 2024
When the commission intends to award any portion of the funds
				recovered pursuant to Section
				46a-56(d)
				of the Connecticut General Statutes, as amended by Section 5 of Public Act
				89-253, it shall publish a notice in the Connecticut Law Journal and other
				sources targeted to reach the attention of minority business enterprises. The
				notice shall state the amount of funds available, the deadline for
				applications, and shall invite all minority business enterprises to submit
				written proposals for the award of grants designed to advance the interests of
				the state in achieving equal contracting opportunity.
Connecticut Administrative Code › Title 46a - Human Rights › 56(d) - Contract Compliance Minority Business Enterprise Assistance Fund › Section 46a-56(d)-4 - Application procedure

Current through July 10, 2024
Any minority person, including a business enterprise,
				interested in applying for funds made available by the commission shall submit
				an application containing the following information:
(1) the name and address of the
			 enterprise;
(2) a detailed
			 statement describing how the enterprise meets the criteria contained in Section
			 46a-56(d),
			 as amended by Section 5 of Public Act 89-253;
(3) a complete proposal for the expenditure
			 of available funds; and
(4) a
			 statement describing the benefits to the state if the proposal is
			 approved.
Connecticut Administrative Code › Title 46a - Human Rights › 56(d) - Contract Compliance Minority Business Enterprise Assistance Fund › Section 46a-56(d)-5 - Review of proposals

Current through July 10, 2024
The commission shall review all applications to determine
				whether:
(1) the proposal will assist
			 minority business enterprises;
(2)
			 the proposal is technically feasible, given the expertise the applicant
			 currently has or is reasonably likely to acquire if awarded the
			 grant;
(3) the proposal creates
			 employment or other opportunities for residents of the state; and
(4) the proposal sufficiently advances the
			 public good. In accordance with Sections
			 46a-54(9),
			 as amended by Section 2 of Public Act 89-332, and 46a-54 (12), as amended by
			 Section 2 of Public Act 89-332, the commission may solicit the opinion of
			 experts or hold hearings to evaluate the merits of any application.
Connecticut Administrative Code › Title 46a - Human Rights › 56(d) - Contract Compliance Minority Business Enterprise Assistance Fund › Section 46a-56(d)-7 - Monitoring and accounting

Current through July 10, 2024
(a) As a condition
			 to receiving the grant, the applicant shall agree in writing to:
(1) faithfully implement the proposal as
			 submitted to the commission;
(2)
			 agree to periodic monitoring of the proposal by the commission; and
(3) provide the commission with a full and
			 complete accounting prepared by an independent accountant of all funds
			 received.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-1 - Scope and purpose

Current through July 10, 2024
This regulation sets forth policies and procedures to promote
				equality of opportunity in State approved and registered apprentice training
				programs and to assure coordination with other state and federal equal
				opportunity statutes, including those enforced by the Connecticut commission on
				human rights and opportunities. These policies and procedures contained herein
				apply to the recruitment, selection, employment and training of apprentices.
				The procedures established provide for processing of complaints and for the
				deregistration of apprenticeship programs found to be operating in a
				discriminatory manner. This regulation promotes equal opportunity to encourage
				affirmative expansion of apprentice training opportunities for a larger number
				of labor force participants from those segments of the labor force where the
				need for upgrading levels of skill is greatest. Equality of opportunity in
				apprenticeship will be promoted by prohibiting discrimination based upon race,
				color, religious creed, marital status, national origin, ancestry, sex, mental
				retardation or physical disability, including but not limited to, blindness
				unless such disability prevents performance of the work involved in
				apprenticeship programs, and by requiring affirmative action to provide equal
				opportunity in such apprenticeship programs. Voluntary affirmative action in
				apprenticeship programs has also been approved and endorsed by the United
				States Supreme Court. The Connecticut labor department, and the Connecticut
				commission on human rights and opportunities all encourage the inclusion of
				persons of all ages.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-3 - State of Connecticut authority

Current through July 10, 2024
The authority for the implementation and adoption of these
				equal opportunity/affirmative action policies and procedures is vested in the
				commissioner under section 31-51d.* Further authority for promotion and
				enforcement of equal employment opportunities is contained in section
				46a-72(d)
				(formerly section 4-61e(c) ), section
				46a-75
				(formerly section 4-61h ), and section
				46a-68
				(formerly section
				4-61s ) of the
				Connnecticut General Statutes in order to comply with all responsibilities
				under the provisions of the Connecticut human rights and opportunities law,
				Conn. Gen. Stat. chapter 814(c).
--------------
* Which requires development of skill training opportunities
				for disadvantaged workers by inclusion thereof in apprenticeship
				agreements.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-4 - Equal opportunity standards

Current through July 10, 2024
(a)
Obligations of sponsors.
Each sponsor of an apprenticeship program
			 agrees to:
(1) Recruit, select, employ and
			 train apprentices during their apprenticeship without discrimination because of
			 race, color, religious creed, sex, mental retardation, marital status, national
			 origin, ancestry, or physical disability, including, but not limited to
			 blindness.
(2) Uniformly apply
			 rules and regulations concerning apprentices, including but not limited to
			 equality of wages, periodic advancement, promotion, assignment of work, job
			 performance, rotation among all work processes of the trade, imposition of
			 penalties or other disciplinary action and all aspects of the administration of
			 the apprenticeship program; and
(3)
			 Adopt an affirmative action plan as required by this regulation and to take
			 affirmative action to provide equal opportunity in apprenticeship.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-6 - Selection of apprentices

Current through July 10, 2024
Each sponsor shall provide in its affirmative action program
				that the selection of apprentices shall be made under one of the methods
				specified in the following paragraphs (a) through (d) of this section, provided
				that the method chosen be appropriate and sufficient to the achievement of the
				sponsor's goals and timetables. Whichever method is adopted apprentices shall
				be selected on the basis of fair, objective and specific qualification
				standards stated in detail. If a sponsor's selection from the pool is not
				consistent with its goals and timetables, the sponsor shall be required to
				demonstrate that the qualification standards for selection are directly related
				to job performance.
(a)
Selection for a pool of current employees.
The sponsor may select
			 apprentices from a representative eligibility pool of qualified applicants
			 already employed by the program sponsor in a manner prescribed either by an
			 existing collective bargaining agreement between the sponsor and its union or
			 by the sponsor's established promotion policy.
(b)
Selection from a pool of new
			 applicants.
The sponsor may select apprentices from a representative
			 eligibility pool of qualified applicants established through public notice
			 which allows at least a two week application period with at least a 30 day
			 prior notice to the department. Applications may be received at any time prior
			 to a public notice but all applicants must compete for selection preference at
			 the same time. A new public notice and selection procedure may be established
			 for each year's class of apprentices. All interested applicants must
			 reapply.
(c)
Selection from
			 the department's pools.
The sponsor may select apprentices from a
			 representative eligibility pool of qualified applicants established by the
			 department in conjunction with its apprenticeship information system. Each pool
			 will be maintained by the department in cooperation with various apprentice
			 outreach agencies. The department will assure that each pool contains qualified
			 applicants representative of all affected classes. A goal of 20 percent
			 minorities and 40 percent females is established for the pool.
(d)
Alternative selection
			 methods.
The sponsor may select apprentices by any other method
			 providing that the sponsor demonstrates good faith efforts within the intent of
			 these regulations.
(e)
Notification of applicants.
Each applicant will be notified
			 whether or not he has been admitted to the appropriate eligibility pool based
			 on meeting the minimum requirements established by the program
			 sponsor.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-7 - Record keeping

Current through July 10, 2024
(a)
Sponsors.
Each sponsor shall keep the following records relevant
			 to its apprenticeship program (1) the application of each applicant; (2) the
			 qualifications of each applicant; (3) total applicants, applicants accepted and
			 rejected by race, sex and physical disability; (federal reporting records may
			 be used as a base format) (4) apprentice program information.
(b)
Affirmative action plans.
Sponsors shall review their affirmative action plans for apprenticeship on an
			 annual basis and update them where necessary.
(c)
Qualifications.
Each sponsor
			 must maintain evidence that its qualification standards and selection methods
			 are in accordance with the requirement set forth in section
			 46a-68-6
			 herein.
(d) The department will
			 assist the sponsor upon request in establishing the above selection and record
			 keeping procedures.
(e)
Records of the department.
The department shall keep adequate
			 records, including registration requirements, individual program standards and
			 registration records, program compliance reviews and investigations and any
			 other records pertinent to a determination of compliance with this
			 regulation.
(f)
Maintenance
			 of records
.
(1) Apprentice
			 applications - Each sponsor shall keep all apprentice applications for at least
			 a one-year period unless a complaint has been filed, in which case it will be
			 retained until the matter is resolved through all possible appeals.
(2) Applicant flow data shall be submitted to
			 the department by the sponsor prior to the disposal of applications.
(3) Program information - Information
			 relevant to the operation of the apprenticeship program shall be maintained for
			 a period of one year subsequent to the term of the apprenticeship agreement
			 unless a complaint has been filed, in which case pertinent records will be
			 retained until the matter is resolved through all possible appeals.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-8 - Compliance reviews

Current through July 10, 2024
(a)
Conduct
			 of compliance reviews.
The department will conduct regular reviews of
			 apprenticeship programs to insure compliance with these regulations. Compliance
			 reviews shall be of two types:
(1) A regular
			 audit of each sponsor's program to be conducted as often as department
			 resources and personnel allow, but not more than once in any 12-month
			 period.
(2) A special audit to be
			 conducted when the department has reason to believe such review is warranted.
			 In both cases, the program sponsor will be notified at least one week in
			 advance of the audit so that a mutually convenient appointment can be
			 arranged.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-9 - Non-compliance with equal opportunity requirement

Current through July 10, 2024
A consistent pattern or practice of non-compliance by a sponsor
				(or where the sponsor is a joint apprenticeship committee, by one of the
				parties represented on such committee) with federal and state laws or
				regulations requiring equal opportunity may be grounds for the imposition of
				sanctions in accordance with section 12 if such compliance is related to the
				equal employment opportunity of apprentices and/or graduates of such an
				apprenticeship program under this regulation. When such a pattern or practice
				is determined not to be in compliance with applicable laws and regulations, the
				department shall notify the sponsor that it will be given 60 days to bring its
				program into compliance with these laws and regulations. The sponsor shall take
				affirmative steps to assist and cooperate with employees and unions in
				voluntarily fulfilling their equal opportunity obligations.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-10 - Complaint procedure

Current through July 10, 2024
(a) Any apprentice
			 or applicant for apprenticeship who believes that he or she has been
			 discriminated against on the basis of race, color, religion, creed, sex, mental
			 retardation, marital status, national origin, ancestry or physical disability,
			 including but not limited to blindness, with regard to apprenticeship or that
			 the equal opportunity standards with respect to his or her selection have not
			 been followed in the operation of an apprenticeship program may, alone, or
			 through an authorized representative, file a complaint with the department. The
			 complaint shall be in writing and shall be signed by the complainant. It must
			 include the name, address and telephone number of the person allegedly
			 discriminated against, the program sponsor involved, and a brief description of
			 the circumstances of the failure to apply the equal opportunity standards
			 provided for in this regulation.
(b) The department will immediately refer all
			 such discrimination complaints to the Connecticut commission on human rights
			 and opportunities for the filing of a separate complaint with that commission
			 pursuant to Conn. Gen. Stat. chapter 814(c). The department will use its good
			 offices to resolve its complaint on an informal basis. All apprenticeship
			 complaints received by the Connecticut commission on human rights and
			 opportunities will be referred to the department to resolve on an informal
			 basis. If the department is not able to resolve complaints informally, the
			 Connecticut commission on human rights and opportunities will implement its
			 regular complaint procedure on the separate complaint filed with it under
			 chapter 814(c). If the department is able to resolve the complaint, the
			 Connecticut commission on human rights and opportunities will determine whether
			 the resolution of the complaint complies with the Connecticut human rights and
			 opportunities law, and will resolve its separate complaint in a manner
			 appropriate to that determination.
(c) The department will notify all applicants
			 and apprentices of the above complaint procedure.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-11 - Adjustments in schedules

Current through July 10, 2024
If, in the judgment of the department, a particular situation
				warrants and re-requires special processing and either expedited or extended
				determination, it shall take the steps necessary to permit such determination
				if it finds that no person or party effected by such determination will be
				prejudiced by such special processing.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-12 - Sanctions

Current through July 10, 2024
(a) Where the department, as a result of a
			 compliance review or other reason, determines that there is reasonable cause to
			 believe that an apprenticeship program is operating in a discriminatory manner,
			 and corrective action has not been taken by the program sponsor, the department
			 shall immediately undertake corrective action. If compliance is not forthcoming
			 within a reasonable time, then the department shall immediately refer the
			 matter and all pertinent information to the commission on human rights and
			 opportunities for a determination through procedures conducted in accordance
			 with chapter 814c.
(b)
			 Deregistration proceedings shall be conducted either as a result of a
			 compliance review conducted by the department, or as a result of a formal
			 determination by the commission on human rights and opportunities.
			 Deregistration shall be conducted in accordance with the following procedures:
(1) The department shall notify the sponsor,
			 in writing, that a determination of discriminatory practices has been made and
			 that the apprenticeship program will be deregistered based on the compliance
			 review conducted by the department or a formal determination of the commission
			 on human rights and opportunities.
(2) In each case which deregistration is
			 ordered, the department shall make public notice of the order and shall notify
			 the sponsor and the complainant, if any, and the United States labor
			 department. The department shall inform any sponsor whose program has been
			 deregistered that it may appeal such deregistration to the secretary in
			 accordance with the procedures in federal regulations,
			 29 CFR
			 30.15.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-13 - Reinstatement of program registration

Current through July 10, 2024
Any apprenticeship program deregistered pursuant to this
				regulation may be reinstated upon presentation of adequate evidence to the
				department that the apprenticeship program will operate in accordance with this
				regulation in a non-discriminatory manner. Adequate evidence shall include, but
				not be limited to, a showing that the deficiency has been corrected, either by
				means of make-whole relief, prospective relief, or such other relief as shall
				be necessary to operate the program in a nondiscriminatory
				manner.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-14 - Intimidatory or retaliatory acts

Current through July 10, 2024
Any intimidation, threat, coercion, or retaliation by or with
				the approval of any sponsor against any person or persons for the purpose of
				interfering with a right or privilege secured by Title VII of the Civil Rights
				Acts of 1964, as amended, Executive Order 11246, as amended, Conn. Gen. Stat.
				sec.
				46a-60(a)(4),
				or because he or she had made a complaint, testified, assisted or participated
				in any manner in any investigative proceedings or hearings under this
				regulation or under the regulations issued by the commission on human rights
				and opportunities pursuant to Connecticut's human rights and opportunities laws
				shall be considered noncompliance with the equal opportunity standards of this
				regulation. The identity of complainants shall be kept confidential except to
				the extent necessary to carry out the purpose of this regulation including the
				conduct of any investigation, hearing or judicial proceeding arising
				therefrom.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-15 - Nondiscrimination

Current through July 10, 2024
The commitments contained in the sponsor's affirmative action
				program are not intended and shall not be used to discriminate against any
				qualified applicant or apprentice on the basis of race, color, religion, creed,
				national origin, sex, mental retardation, marital status, ancestry or physical
				disability, including but not limited to blindness.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-16 - Requests for exemption

Current through July 10, 2024
Requests for exemptions from these regulations, or any part
				thereof, shall be made in writing to the commissioner and shall contain a
				statement of reasons supporting the request. The department shall consult with
				the commission on human rights and opportunities before granting such requests.
				Exemptions may be granted for good cause shown. The department shall notify the
				United States Labor Department of any such exemptions granted affecting a
				substantial number of employees and the reason therefor.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Section 46a-68-17 - Cooperation with the commission on human rights and opportunities

Current through July 10, 2024
The department, pursuant to the statutory obligation of Conn.
				Gen. Stat. sec.
				46a-77,
				shall cooperate with the commission on human rights and opportunities in its
				enforcement of the requirements of this section and other applicable provisions
				of state and federal equal opportunity law. The commission on human rights and
				opportunities will cooperate with the department's efforts to enforce this
				section and to otherwise comply with the requirements of state and federal
				equal opportunity law.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-76 - Submission of a plan electronically

Current through July 10, 2024
In accordance with the provisions of 46a-68 of the
						  Connecticut General Statutes the commission shall supply each agency required
						  to file a state affirmative action plan with notification by first class mail,
						  facsimile machine, electronic mail or a file transfer protocol not less than
						  one year before the agency's next plan is to be submitted that the Commission
						  on Human Rights and Opportunities has approved an electronic filing system and
						  such system shall be used to file state affirmative action plans
						  electronically. An agency may opt to file a state affirmative action plan
						  electronically prior to receiving notification to do so if the agency so
						  chooses.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-77 - Elements of an affirmative action plan

Current through July 10, 2024
To satisfy the requirements of section
						  46a-68
						  of the Connecticut General Statutes, and sections
						  46a-68-75 to
						  46a-68-114,
						  inclusive, of the Regulations of Connecticut State Agencies an agency shall
						  submit an affirmative action plan to the Commission on Human Rights and
						  Opportunities in electronic form upon notification pursuant to section
						  46a-68-76
						  of the Regulations of Connecticut State Agencies using an electronic program
						  prescribed by the Commission on Human Rights and Opportunities and such
						  affirmative action plan shall contain or reference the following
						  elements:
1. policy
						statement;
2. internal
						communication;
3. external
						communication and recruitment strategies;
4. assignment of responsibility and
						monitoring;
5. organizational
						analysis;
6. workforce
						analysis;
7. availability
						analysis;
8. utilization analysis
						and hiring and promotion goals;
9.
						employment analyses;
10.
						identification of problem areas;
11. upward mobility program and
						goals;
12. program goals;
13. discrimination complaint
						process;
14. goals
						analysis;
15. innovative programs;
						and
16. concluding statement and
						signature.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-78 - Policy statement

Current through July 10, 2024
(a) An agency shall
						submit an affirmative action plan which shall contain a policy statement that:
(1) identifies the purpose and need for
						affirmative action and equal employment opportunity;
(2) identifies the classes protected under
						all federal and state constitutions, laws, regulations, and executive orders
						that prohibit or outlaw discrimination;
(3) establishes affirmative action as an
						immediate and necessary agency objective;
(4) pledges the agency to take affirmative
						steps to provide services and programs in a fair and impartial
						manner;
(5) recognizes the hiring
						difficulties experienced by individuals with disabilities and by many older
						persons and sets program goals for action to overcome the present effects of
						past discrimination, if any, to achieve the full and fair utilization of such
						persons in the workforce;
(6)
						advises employees of the existence of the agency's internal complaint
						procedures; and
(7) identifies the
						agency equal employment opportunity officer or person assigned affirmative
						action duties by name, position or position classification, address and
						telephone number.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-79 - Internal communication

Current through July 10, 2024
(a) The policy
						statement and a summary of the objectives of the plan shall be posted by the
						agency in a prominent and accessible location and distributed, electronically
						where practicable, and in written form where electronic distribution is not
						practicable, at least annually to all agency employees. All employees shall be
						notified, by the agency head or designee of their right to a reasonable period
						to review and comment upon the agency affirmative action plan. All comments
						regarding the agency affirmative action plan shall be addressed to the equal
						employment opportunity officer, who shall be identified by name and address in
						all agency affirmative action plan communications.
(b) The agency shall maintain, as required by
						the agency's state library records retention schedules for state agencies,
						copies of all affirmative action-related internal communications and comments
						received pursuant to subsection (a) of this section and note the date such
						comments were received.
(c) The
						agency shall outline what steps it took during the reporting period to comply
						with the requirements of sections
						46a-54(15)(A)
						and
						46a-54(16)
						of the Connecticut General Statutes. The plan shall note all participants
						trained during the reporting period by race and sex.
(d) The agency's plan shall state the period
						of time employees of such agency have been given to review and comment upon the
						agency affirmative action plan and shall include a summary of all comments from
						employees concerning the plan and note any changes made to the plan based on
						those comments. The plan shall further indicate the activities undertaken
						during the reporting period to comply with this section.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-80 - External communication and Recruitment Strategies

Current through July 10, 2024
(a) Each agency shall develop means of
						recruiting goal candidates for current positions.
(b) Each agency shall put itself on public
						record as an affirmative action and equal employment opportunity employer.
						Consistent with that posture:
(1) written
						expression of the agency's commitment to affirmative action and equal
						employment opportunity and notice of job availability shall be sent regularly
						to recruiting sources and organizations which are capable of referring
						qualified applicants for employment; and
(2) notice that the agency is an affirmative
						action and equal employment opportunity employer shall be sent to all unions
						that represent agency employees for collective bargaining purposes. Such notice
						shall contain an invitation to review and comment upon the agency's affirmative
						action plan.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-81 - Assignment of responsibility and monitoring

Current through July 10, 2024
(a) Each
						appointing authority of an agency shall have the ultimate responsibility for
						the development, implementation, and monitoring of the agency's affirmative
						action plan.
(b) Subject to the
						provisions of chapters 67 and 68 of the Connecticut General Statutes, the
						appointing authority may assign to any employee of the agency such duties and
						responsibilities necessary for the development, implementation and monitoring
						of the agency affirmative action plan. To acquaint employees with their
						specific responsibilities under the plan, the appointing authority shall
						schedule regular meetings that emphasize:
(1)
						human relations and intergroup relations;
(2) nondiscriminatory employment
						practices;
(3) the legal authority
						for affirmative action and equal employment opportunity and the appointing
						authority's commitment to affirmative action;
(4) review of the affirmative action plan;
						and
(5) identification of obstacles
						in meeting the goals of the plan.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-82 - Organizational analysis

Current through July 10, 2024
Each agency shall prepare an occupational category and
						  job title study in the following manner:
(1) Each agency shall conduct a job title
						classification study. The study shall use job titles authorized by the
						Department of Administrative Services or established by statute which shall be
						arranged into lines of progression that depict the order of jobs through which
						an employee may advance. Titles without promotional opportunity shall be listed
						separately. Unclassified titles shall be so identified.
(2) Each agency shall conduct an occupational
						category study. Each job title listed in the job title classification study
						shall be placed in an occupational category with other job titles having
						similar job content, compensation schedules and opportunity. Titles within an
						occupational category shall be ranked from the highest to lowest compensation
						schedule. The salary range for each office, position and position
						classification shall be noted.
(3)
						Organizational charts shall be included in this section of the plan to
						illustrate lines of progression and reporting.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-83 - Workforce analysis

Current through July 10, 2024
(a) Each agency
						shall report the racial and sexual composition of its full-time employees for
						each office, position and position classification identified in the job title
						study on forms prescribed by the Commission on Human Rights and Opportunities
						staff. A separate analysis shall be performed for part-time and other
						employees. The workforce analysis shall inventory the:
(1) total agency workforce by occupational
						category with percentages of race and sex groups calculated for each
						occupational category;
(2) total
						agency workforce by office, position and position classification within each
						occupational category;
(3) agency
						workforce in each relevant labor market area by occupational category;
						and
(4) agency workforce in each
						relevant labor market area by office, position and position classification
						within each occupational category.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-84 - Availability analysis

Current through July 10, 2024
(a) As a
						preparatory step in determining whether protected classes are fully and fairly
						utilized in the workforce, each agency shall conduct, at a minimum, an analysis
						by occupational category to determine the availability base of protected group
						members for employment. A separate availability analysis shall be conducted, by
						each agency, for any position classification within an occupational category
						employing twenty-five (25) or more employees. A separate analysis may be
						performed by an agency for any job title requiring unique skills, abilities or
						educational qualifications. The availability analysis shall:
(1) examine the job content of each office;
						position and position classification within an occupational category or, where
						appropriate, the job content of a position classification;
(2) identify the relevant labor market area;
						and
(3) match each office, position
						and position classification within an occupational category or, where
						appropriate, a position classification, with the most nearly parallel job title
						contained in the data source consulted.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-85 - Utilization analysis and hiring and promotion goals

Current through July 10, 2024
(a) To determine whether protected classes
						are fully and fairly utilized, the representation of protected group persons in
						the workforce shall be compared, in form or format prescribed by the Commission
						on Human Rights and Opportunities staff, to the availability of such persons
						for employment. Comparisons between the agency workforce and the availability
						base calculated in section
						46a-68-84
						of the Regulations of Connecticut State Agencies shall be made by occupational
						category, position classifications employing a significant number of persons
						and job titles for which a separate base was calculated.
(b) For each instance of underutilization
						identified in the utilization analysis, employment goals shall be set by an
						agency to increase the representation of protected class members in the agency
						workforce. Employment goals shall be set by an agency for job titles filled
						through original appointment or promotional appointment. The objective of such
						goals shall be to attain parity with the availability base for such protected
						class members.
(c) Where the
						underutilization of race and sex groups, considered individually, does not rise
						to the level to require a hiring or promotion goal, but where the
						underutilization of race and sex groups, considered collectively is fifty
						percent (50%) or greater, a goal shall be set by an agency, based on the race
						and sex group most underutilized in the occupational category, position
						classification or job title under consideration or for the race and sex group
						with the highest availability base, as the agency elects.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-86 - Employment analyses

Current through July 10, 2024
Each agency shall undertake a comprehensive review of
						  the employment activity during the reporting period to identify policies and
						  practices that perpetuate or build in barriers to equal employment. Each agency
						  shall perform the following analyses:
(1) The agency shall conduct a separate
						analysis for any occupational category or position classification for which a
						separate availability base has been calculated and employment activity has
						occurred during the reporting period through hire, termination or other
						personnel activity.
(2)
						Appointments to job titles shall be further analyzed. The applicant flow
						analysis shall track applicants through the hiring or promotional process to
						identify the step at which they were no longer candidates for employment.
						Information shall be provided as required for reductions in
						workforce.
(3) Each agency shall
						further provide information by occupational category on all matters involving
						personnel evaluations, discipline or other reductions in workforce.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-87 - Identification of problem areas

Current through July 10, 2024
(a) Where an
						occupational category, position classification within an occupational category
						employing a significant number of persons or position classification for which
						a separate availability base is calculated has experienced an increase or
						reduction in workforce the agency shall examine its personnel policies and
						practices to identify those nonquantifiable aspects of the employment process
						which may impede or prevent the full and fair participation of protected race
						and sex group members in the employment process. Where applicable, the agency
						shall address the following aspects of employment:
(1) employment applications;
(2) job qualifications;
(3) recruitment practices;
(4) personnel policies;
(5) orientation;
(6) training;
(7) counseling;
(8) discrimination complaint
						process;
(9) evaluation;
(10) layoffs; and
(11) termination.
Connecticut Administrative Code › Title 46a - Human Rights › 68 - Affirmative Action Plans by State Government Agencies Equal Employment Opportunity in Apprenticeship and Training › Affirmative Action by State Government › Part IV - Enforcement Procedures › Affirmative Action Plans by State Government Agencies › Part II - AN AFFIRMATIVE ACTION PLAN › Section 46a-68-88 - Program goals

Current through July 10, 2024
(a) Where an agency
						has identified, under section
						46a-68-87
						of the Regulations of Connecticut State Agencies, any employment policy or
						practice having an adverse impact upon protected race and sex group members,
						individuals with disabilities or older persons, it shall develop and implement
						program goals.
(b) Program goals
						shall be meaningful, measurable and reasonably attainable and shall be
						consistent with section
						46a-68-92 of
						the Regulations of Connecticut State Agencies to ensure:
(1) the promotion of equal opportunity and to
						achieve a workplace free of discrimination;
(2) opportunities for all qualified
						applicants including underutilized groups;
(3) the utilization of a fair and
						nondiscriminatory recruitment and selection process; and
(4) that career development opportunities are
						available to all interested and qualified employees, including minorities and
						women.