Connecticut has enacted legislation addressing wage theft in the building trades; job protections for services workers; and compensation for workers who are assaulted on the job, including nurses and teachers;
The new law also requires employers to disclose position wage ranges and general benefit descriptions in job postings.
Governor Ned Lamont signed into law Public Act 26-12, noting that the omnibus bill passed with bipartisan support. He called the new provisions “commonsense safeguards on behalf of those who keep our state and our economy running.”
The omnibus measure includes enhanced workers’ compensation for assaulted workers. Teachers, health care providers, and related employees who cannot work due to an on-the-job assault will now receive 100% of their average weekly earnings (versus the standard 75% after-tax cap), plus medical expenses and lost wages for court appearances.
The Occupational Safety and Health Administration (OHSA) has reported that workplace assaults have been increasing in number, with healthcare workers and teachers most often being the victims.
More than 70% of private industry workplace assault claims occur in the healthcare and social assistance sector, according to U.S. Bureau of Labor Statistics data.
The increased benefits for assaulted workers is just one of the 75 provisions in Public Act 26-12. Others include:
Construction contractor and subcontractor joint liability for unpaid wages: For construction contracts executed on or after January 1, 2027, general contractors are jointly and severally liable for wages that their subcontractor fails to pay its workers.
Retention of service contract workers: Entities taking over service contracts at covered locations (multifamily housing with more than 50 units, commercial centers over 75,000 square feet, airports, schools, hospitals, warehouses, private colleges, and others) must retain the prior contractor’s employees for at least 90 days. After 90 days, satisfactory performers must receive an offer of continued employment.
Teacher termination process: The bill creates a fair termination process with a binding decision from an impartial hearing officer, offering the same protections provided to other public service workers, such as police officers and firefighters.
Wage range and benefits disclosure: The bill expands existing pay transparency laws to require employers to include both a wage range and a general benefits description (such as health insurance, retirement, fringe, paid leave, or other compensation) in all public and internal job postings.
First responder tuition and mortgage assistance: State community colleges and universities must waive tuition for eligible police officers, firefighters, and EMS personnel, and the Connecticut Home Finance Authority must develop a mortgage assistance program for first responders buying homes in the communities where they serve.
