Along with the landmark paid sick leave law discussed yesterday, the Connecticut General Assembly also has outlawed discrimination based upon gender identity or expression.
House Bill 6599, passed on June 4, makes it illegal to discriminate based upon a person's "gender-related identity, appearance or behavior, whether or not that gender-related identity, appearance or behavior is different from that traditionally associated with the person's physiology or assigned sex at birth." The prohibition is comprehensive, applying not just to employment, but also to housing, state contracts, higher education, library services, utility services, automobile insurance, trade, public accommodations, credit, state services and golf club memberships. This enormous step forward in LGBT rights, which Governor Malloy intends to sign, will take effect on October 1, 2011. The employment provisions are extremely broad, as they apply to every employer in Connecticut with at least three employees.
I can't tell you how gratifying it is that my home state is working to swing the pendulum back towards protecting the rights of human beings, instead of corporate "persons."
Showing posts with label employee rights. Show all posts
Showing posts with label employee rights. Show all posts
Tuesday, June 7, 2011
Monday, June 6, 2011
Connecticut Becomes First State To Require Paid Sick Leave (For Some Workers)
Hallelujah! My home state, Connecticut, has just passed the first law in the country requiring employers to offer paid sick leave. Governor Malloy has already said he will sign the bill into law.
The law requires employers to provide one hour of paid sick leave for each 40 hours worked, up to a maximum of 40 hours (5 full days) per year. Employees are allowed to carry over up to 40 unused hours per year. Employees can begin using the sick leave after they have worked 680 hours (17 full weeks). Paid sick leave can be used for the employee's health condition, including treatment or preventive care, or the health condition of a child, parent or spouse. Special provisions of the law apply to victims of domestic violence.
The law is not perfect. It does not apply to all employers; only those with 50 or more employees are covered. In addition, manufacturing companies and nationally chartered nonprofit organizations are exempted from coverage. The law also does not apply to all employees. Only hourly workers, not salaried, are covered. In additions, day laborers, temporary workers, part-time and adjunct faculty at state colleges and independent contractors are excluded.
Still, this is a great start. Once this law goes into effect, the dire predictions of its opponents will be shown to be nothing but hot air. At that point, we may be able to expand it to cover salaried workers, smaller employers, manufacturers, etc. And once that happens, lets hope the good example of Connecticut will lead other states to do the same.
The law requires employers to provide one hour of paid sick leave for each 40 hours worked, up to a maximum of 40 hours (5 full days) per year. Employees are allowed to carry over up to 40 unused hours per year. Employees can begin using the sick leave after they have worked 680 hours (17 full weeks). Paid sick leave can be used for the employee's health condition, including treatment or preventive care, or the health condition of a child, parent or spouse. Special provisions of the law apply to victims of domestic violence.
The law is not perfect. It does not apply to all employers; only those with 50 or more employees are covered. In addition, manufacturing companies and nationally chartered nonprofit organizations are exempted from coverage. The law also does not apply to all employees. Only hourly workers, not salaried, are covered. In additions, day laborers, temporary workers, part-time and adjunct faculty at state colleges and independent contractors are excluded.
Still, this is a great start. Once this law goes into effect, the dire predictions of its opponents will be shown to be nothing but hot air. At that point, we may be able to expand it to cover salaried workers, smaller employers, manufacturers, etc. And once that happens, lets hope the good example of Connecticut will lead other states to do the same.
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