CT SB00761

Employers who provide positive recommendations for current or former employees must timely disclose any known acts of sexual harassment or sexual assault committed by that employee occurring in the workplace, effective October 1, 2019.

An employer is liable to employees of a new employer if the former employee commits sexual harassment or sexual assault at the new workplace and the original employer failed to disclose such prior incidents.

Employers are prohibited from requiring employees or prospective employees to sign nondisclosure, nondisparagement, or similar clauses that prevent disclosure or discussion of discrimination, harassment, or related conduct occurring in the workplace or at employer-coordinated off-premises events.

The Labor Department may impose civil penalties not exceeding $500 for each violation of the nondisclosure prohibition.

Employees or prospective employees may bring civil actions in court for violations, seeking compensatory damages, attorney's fees and costs, punitive damages, and other appropriate relief.