State Law

Connecticut’s comprehensive, changing law

Connecticut’s anti-harassment laws are among the strongest in the nation, and lawmakers continue to consider ways to improve them. For example, in the 2016 legislative session, the General Assembly passed two bills which expand both the definition of sexual harassment and who is covered by anti-harassment law. As the law changes, so does the need for up-to-date training. Consider these recent additions to state statute:

S.B. 428: An Act Protecting Interns from Workplace Sexual Harassment and Discrimination, through which unpaid interns now have recourse in cases of alleged harassment.

H.B. 6921: An Act Concerning Invasions of Privacy, which strengthens the State’s laws against voyeurism and outlaws the sharing of intimate images without the subject’s consent.

Who is covered?

Connecticut applies the law to employers with three or more employees, and highlights the fact that the law also applies to “those acting for employers.”

What is required?

Currently, it requires employers with 50 or more employees to provide two hours of training and education to all supervisors within six months of hire or promotion to a supervisory position. And it recommends employers provide update trainings every three years.

Connecticut law also requires that employers post notices concerning the illegality of sexual harassment and remedies available to victims.

What conduct is protected?

Connecticut law protects from retaliation anyone who “opposes” unlawful discrimination. Protected conduct includes: complaining internally or externally; filing or threatening to file a formal or informal complaint; cooperating or participating in an investigation; requesting a reasonable accommodation; or enforcement of anti-harassment policies.

Connecticut Sexual Harassment TRAINING Statutes

     
    I am not going to allow your client to make me feel like it is any way my fault, because it isn’t … I am being blamed for the unfortunate events of his life that are a product of his decisions and not mine.
    — Taylor Swift at her court testimony, 2017

     

    Federal Law

    Federal law applies to public and private employers, including employment agencies, and labor unions with 15 or more employees or members. And it prohibits sex discrimination against students and employees of educational institutions.

    Workplace sexual harassment has been illegal for decades; the problem is lack of compliance and enforcement. But the tide of harassment cases currently flooding courts is causing employers to take more seriously these longstanding laws:

     
    Women who accuse men, particularly powerful men, of harassment are often confronted with the reality of the men’s sense that they are more important than women, as a group.
    — Anita Hill, in Speaking Truth to Power