CT HB05385

Repeals and replaces Section 31-76 to empower the Labor Commissioner to investigate equal pay violations upon complaint or own motion, inspect payrolls, and collect wage claims on behalf of employees.

Allows employees to sue employers in court for wage discrimination, with liability including back pay differential, compensatory damages, attorney's fees and costs, and punitive damages if violation is intentional or reckless.

Permits employers to file a motion to avoid compensatory and punitive damages if they completed a good faith equal pay analysis within three years before the lawsuit and eliminated wage differentials, limiting recovery to back pay for two years preceding the action.

Defines discrimination in compensation as a continuing violation each time wages or benefits are paid resulting from a discriminatory decision or practice, with a two-year statute of limitations (three years if intentional or reckless).

Modifies Section 31-75(b) to specify that seniority systems cannot be reduced by pregnancy-related leave or protected family and medical leave, and requires employers to prove pay differentials are based on job-related, non-discriminatory factors like education, training, or experience.