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Injunctive relief monetary damages for sexual harassment

opinion

Debates over state statutes governing labor and employment matters are routine for the Connecticut legislature. Senate Democrats recently promised a bill with sweeping reforms on this topic. A draft of the Act: Times Up — Combating Sexual Harassment and Sexual Assaulthas not yet been finalized — but elements of the bill were released by the Democrats and follow verbatim:.

Under current law, employers are only required to post, on the wall, information concerning the illegality of sexual harassment and remedies available to victims of sexual harassment.

This required notice is grossly inadequate, and also it is virtually impossible for Commission on Human Rights and Opportunities CHRO to legally enforce this requirement.

through both equitable and legal...

In order to ensure that Injunctive relief monetary damages for sexual harassment know their rights and where to turn to if they are a victim of sexual harassment a Amend the statute to require that notice of sexual harassment remedies and policy be emailed to each employee at least once a year, in addition to posting at workplace. Not only will this ensure that each employee actually receives it; it will also serve as proof that the employer fulfilled its notice requirement.

The requirements for training of employees regarding the illegality of sexual harassment are grossly inadequate. First, under current law, only employers with 50 or more employees are required to provide training.

Second, even then, training is only required for supervisory employees. Finally, there is no required content for the training. Currently, victims of sexual harassment and other employment discrimination are forced to file a complaint with CHRO within an unfairly short period of time — within 6 months of the actual harassment or discrimination — or forever lose their rights to file a complaint or sue. That is not right.

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Moreover, the statute of limitations to file a lawsuit after CHRO has released jurisdiction is similarly unfairly brief. A victim of sexual harassment is required to go through CHRO to file a complaint before they can bring suit in Superior Court.

Combating Sexual Harassment and Sexual Assault. Employees at businesses large and small deserve to be protected under Connecticut law.

However; Under current law CHRO can only petition the court for protective injunctive relief for employees at employers with 50 or more employees.

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