CT HB05402

Extends whistle-blower protections to employees who report suspected violations of state or federal law, regulations, or municipal ordinances to their supervisor or manager, in addition to existing protections for reports to public bodies.

Adds definition of "supervisor" or "manager" as any person who directs or controls an employee's daily activities or is responsible for employee compensation or material terms of employment.

Increases the statute of limitations for filing civil actions from 90 days to 180 days after the final administrative determination or violation, whichever is later.

Expands remedies available to employees in civil actions to include noneconomic damages, removal of discipline or penalties, and future economic damages for wage reductions when reinstatement is not feasible.

Takes effect October 1, 2016, and does not impair rights under collective bargaining agreements.