Connecticut is set to become the latest state to join the paid family and medical leave bandwagon, enacting what is set to be one of the most generous laws in the country. The Act will provide partial pay benefits for up to 12 weeks of leave in a month period for reasons covered under the CFMLA. In addition, eligible employees who experience a pregnancy-related serious health condition that results in incapacitation will be entitled to two additional weeks of paid leave, for a maximum of 14 weeks. The paid leave benefit will be funded by an employee payroll tax of up to 0. Employers will not be required to contribute toward the program, but will be responsible for withholding the employee tax and remitting the funds to the state Family and Medical Leave Insurance Trust Fund. Alternatively, employers will have the option to apply for permission to provide benefits through a private plan. Employees requesting paid leave will be required to provide notice of the need for benefits, along with certification of the need for leave, to the Authority. Interestingly, the Act expressly provides that the Authority will have the ability to reduce benefit amounts as needed if revenue from employee contributions is insufficient to fund claims at the stated levels.
Connecticut to Enact Generous Paid Family and Medical Leave Law
Connecticut state statute, under the Connecticut Penal Code, Sections 53a, 53a, and 53aa define sexual intercourse and sexual contact by a psychotherapist and a client or former client or by a school employee and a student as sexual assault. Sexual intercourse is a second degree class C felony and sexual contact is a fourth degree class A misdemeanor. School employee as defined in the law includes school social workers, certified or not, who have sexual involvement with a student in their school or school district.
What follow is the prohibitions under the penal code and the penalty for each.
Connecticut marijuana laws have a complex history, dating back to the production of industrial hemp. Following World War II, hemp production in Connecticut fell.
Effective October 1st, , Connecticut updated their sexual harassment training law requirements that employers with Three or more employees provide sexual harassment training to all their employees. Connecticut law requires the training be provided for any person or employer who has a total of 3 or more employees, which would include partners, supervisory and non-supervisory employees in its employment within six months of their start date.
Contact us today to learn more about the sexual harassment laws in Connecticut and sexual harassment training we provide, which is fully compliant with Connecticut harassment law. Our best practices recommendation is that Connecticut employers with employees working outside the State of Connecticut i. Where potential liability may exist, it is in the best interest of your organization to provide training to ensure compliance with Connecticut harassment laws.
Connecticut law requires all partners, supervisors, and employees receive sexual harassment awareness training within 6 months of commencement of employment. Employers with fewer than three employees must provide two hours of training and education to all existing supervisory employees by October 1, or within six months to new supervisory employees. Connecticut law also states employers must provide periodic supplemental training not less than every ten years.
The statute specifically states a 2-hour minimum requirement for sexual harassment awareness training. Our best practices recommendation is that training should be consistent with Federal law and similar laws in other states, such as California; therefore, we recommend the training module for general employees should be a minimum of two hours and the training module for supervisors and managers and partners last a minimum of two hours and cover harassment in the workplace.
Our best practices recommendation is that employers retain the services of a facilitator who possesses at least one or more of the following qualifications:. Some of those required subject areas include:. Video, audio, and other instructional methods may also be incorporated in the live training session, to in order to strengthen the interactive training process. These records should references the names of the employees who received training, the dates and locations of the training, the types of training received, the company who conducted the training, the names of the facilitators and the materials re.
Legal Rights of Teens
Over the past two years, in response to the MeToo and TimesUp movements, lawmakers across the United States have been evaluating laws related to sexual harassment prevention and passing legislation expanding such laws. Effective October 1, , Connecticut joins this growing list of states. Since , Connecticut law has required employers with 50 or more employees to provide sexual harassment prevention training to supervisory employees; the new law greatly expands these training requirements, as follows:.
Employees hired on or after October 1, , must be trained within six 6 months of hire. Employees who received this training after October 1, , do not need to be trained a second time. Employees hired on or after October 1, , must be trained within six months of assuming a supervisory role.
Nothing in this subsection or in any law enacted pursuant to this subsection shall victims of sexual assault and members of their families, victims of domestic.
From the first code of until the Revision which is currently in force, there have been 16 complete revisions. The structure, language, and publication practices have changed numerous times, resulting in a collection that often varies from year to year. However, the biennial publication of the General Statutes of Connecticut has been standard practice since The Connecticut General Assembly provides online access to browse or search current statutes on their website; however, these are not considered an official copy suitable for legal citation purposes.
The Connecticut State Library’s Digital Collections also offers a variety of digitized statutes , including several major revisions and their supplements. Contact Us. Digital Availability The Connecticut General Assembly provides online access to browse or search current statutes on their website; however, these are not considered an official copy suitable for legal citation purposes. HeinOnline Contains several historical revisions of the General Statutes of Connecticut, including those from , , , , and Tags: Legislative Branch.
Connecticut Sex Offenders
In Connecticut, the age of consent to engage in sexual activity is 16 years old. However, if the defendant holds a position of authority over the victim, such as a coach or teacher, then the age of consent rises to 18 years or older. Like many states, the law only applies if there is a certain minimum age difference between the parties.
many changes in Connecticut state labor and employment laws that of sexual harassment training to all employees no later than October 1.
Exceeds training requirements in Connecticut and all states. Employers must now provide two hours of sexual harassment training to all employees in Connecticut, not just supervisors. New employees hired after October 1, , must be trained within six months of hire. All current employees must be trained by October 1, Which employers must provide sexual harassment training in Connecticut? All employers of any size must provide sexual harassment training to their supervisors in Connecticut. Employers that have three or more employees must provide training to all employees in Connecticut.
The previous Connecticut law only applied to employers who had 50 or more employees and only required training for supervisors. Employers must provide sexual harassment training to all employees in Connecticut by October 1, New employees hired after October 1, , must receive sexual harassment training within six months of hire.
Sexual assault in the fourth degree: Class A misdemeanor or class D felony. History: P. C a victim who is “physically helpless” and relettered the remaining subparagraphs; P. See Sec.
The answers in these materials reflect the law in Connecticut but are very general. If you need Teen dating violence – where to call for help. National Teen.
Wondering what’s going on in your state? See how your state stacks up on sexuality issues for teens. And don’t forget to find out how to make a difference on these issues. Accessed December State Laws on Age Requirements and Sex. Sex ed Rights Connecticut state law does not require schools to teach sex ed. Each local school board may decide whether sex ed is taught.
Connecticut law requires schools teach students about human growth and development and disease prevention. Connecticut chose not to apply for federal funding for abstinence-only-until-marriage programs in Age of Minority 17 In Connecticut, you are considered a minor someone who is not an adult if you are under Being a minor under 18 affects your right to information and services. Age of Consent 16 Teens cannot consent or agree to sex until they reach a specific age. In Connecticut, you can legally consent to sex when you turn No one deserves harassment or should have to put up with it.
The law mandates the state department of safety to register every convicted sex offender in the state. This information is available at local police stations within Connecticut and over the internet. Connecticut Sex Offender Law mandates all sex offenders in the state to register their name and home address. The law grants an exemption to offenders convicted as Juveniles. Offenders tried and jailed as adults must register unless a court of law prevents it.
The state legislature modified the law in
Generally, statutory rape laws define the age below which an individual is legally incapable of consenting to sexual activity. To complicate matters.
Click here for Online Learning Options. Seminar Detail. Home Events Event Detail. You may purchase using your existing PESI account. If you do not currently have a PESI account, you can create one during checkout. Continue to Registration. Return to Event Detail. For more information: Call Course Description: As a mental health professional, you not only deal with critical clinical matters with your clients — you must also stay up-to-date on seemingly ever-changing laws and procedures.
Keeping up-to-date is essential in order to protect your clients and yourself.