CT SB00420

State employers must adopt a zero-tolerance policy by January 1, 2023 that forbids managers from retaliating or discriminating against employees who complain of discrimination based on race, color, religion, sex, gender identity, marital status, age, national origin, ancestry, veteran status, or disability.

Policies must include performance and other sanctions against managers who dissuade employees from filing complaints and against managerial authorities who fail to objectively and fully investigate complaints with proper notification to complainants.

Violations constitute discriminatory employment practices under Connecticut law, entitling employees to recover treble damages for employment losses and permitting injunction relief without exhaustion of administrative remedies.

An Office of the Racial Justice Ombudsperson is established to develop antiracism training programs, implement diverse slate hiring initiatives prioritizing Black and Hispanic candidates, conduct climate surveys, track performance review disparities by race, and review complaints for evidence of racially disparate discipline.

The Racial Justice Ombudsperson shall be appointed by mutual agreement between the State Employees Bargaining Agent Coalition Racial Justice Committee and the Governor, and shall report to a joint committee including the Governor, the Racial Justice Committee, and the General Assembly's public employees committee.