This bill proposes the approval of a collective bargaining agreement between the University of Connecticut Board of Trustees and the Graduate Employee Union, which represents graduate student employees at the university. The agreement covers a four-year period from July 1, 2026, to June 30, 2030, and includes provisions for wage increases, adjustments to health insurance premiums, and changes to university fee credits. By ratifying this contract, the Connecticut General Assembly formally authorizes the university to implement these terms, which are expected to result in net costs to the university's operating fund totaling approximately $29.6 million over the agreement's duration.
This bill proposes the approval of a collective bargaining agreement between the University of Connecticut Board of Trustees and the Graduate Employee Union representing student workers. The agreement establishes wage increases and adjusts health insurance costs for graduate employees over a four-year period from July 1, 2026, to June 30, 2030. Specifically, it mandates annual raises ranging from 3.85% to 4.5% for salaries and per-credit rates while also requiring graduate employees to pay a higher share of their health insurance premiums. Additionally, the deal includes increases for university fee credits and a larger funding pool for childcare assistance.
This resolution approves a four-year agreement between the State of Connecticut and the State Employees Bargaining Agent Coalition covering approximately 42,000 state employees. The deal includes a 2.5% general wage increase and annual increments for most workers in fiscal years 2026 through 2028, with a wage re-opener clause for the final year. The agreement also incorporates specific provisions for salary adjustments, healthcare savings, and various fringe benefits costs totaling over $722 million across the four-year period.
This bill approves a four-year agreement between the State of Connecticut and the State Employees Bargaining Agent Coalition covering approximately 42,000 state employees. The deal establishes a 2.5% general wage increase and annual increments for most workers from fiscal year 2026 through 2028, along with various other salary adjustments and benefits. The agreement includes a provision allowing for a renegotiation of wages in the final year, subject to specific conditions regarding delayed increments.
This bill clarifies that employees of transit districts are classified as municipal employees for the purposes of the State Family and Medical Leave Act. By amending the legal definition of "municipality," the legislation ensures transit district workers are treated the same as other municipal employees regarding eligibility for state family and medical leave benefits. The change takes effect on October 1, 2026, and applies to all transit districts operating within the state. This update aligns transit district employees with existing protections and requirements under the state's family and medical leave framework.
This bill restricts the enforceability of noncompete agreements in Connecticut by limiting which workers can be bound by such contracts. It directly affects employees and independent contractors by establishing wage thresholds that determine whether a noncompete is valid. Under the new rules, noncompete agreements are automatically unenforceable for workers earning less than twice the state minimum wage, and for independent contractors earning less than five times the minimum wage. Additionally, noncompetes cannot restrict workers from working in geographic areas or performing job types where they had no significant presence or activity in the two years before leaving their job. The law also clarifies that certain agreements like nonsolicitation, nondisclosure, and business sale contracts are not considered noncompetes and remain unaffected.
This bill requires employers in retail, food services, hospitality, and long-term health care to provide employees with advance notice of their work schedules. It applies to larger employers, such as those with 500 or more employees globally or food service businesses with 500+ employees and 30+ locations. The law mandates that employers give employees at least 14 days' notice of their scheduled shifts, with exceptions for new hires and last-minute changes that must be communicated as soon as possible. Employers must also obtain written statements from new employees about their availability and desired work hours, and they must pay overtime if schedule changes result in additional hours worked beyond the original estimate.
This bill modifies Connecticut's unemployment insurance rules to allow striking workers to receive benefits after a labor dispute has lasted for 14 consecutive days, starting in 2027. Currently, workers who lose jobs due to strikes are generally ineligible for unemployment benefits, but this change would apply only to disputes beginning on or after December 14, 2027. The law already permits benefits for workers locked out by employers or those not involved in the strike, such as non-union employees at a temporarily closed business. The bill requires workers to meet standard eligibility criteria like being able and available to work, and it would require updates to the state's unemployment insurance system to track strike duration.
This bill requires state agencies that hire fiscal intermediaries to handle payroll to include financial penalty clauses in their contracts. Starting October 1, 2026, any contract for payroll services must specify that the intermediary must pay a penalty equal to 50% of unpaid wages if they fail to process payroll on time. The state agency responsible for the contract will enforce these penalties, and if the intermediary does not pay them, the Attorney General can sue to recover the amount. This change directly affects state departments and other executive branch agencies that currently use outside organizations to manage employee pay.
This bill prohibits employers from using electronic surveillance devices like audio recorders or closed-circuit cameras in employee areas designed for comfort or safety, such as restrooms, locker rooms, and lounges. It creates a specific exception allowing third-party vendors to operate surveillance at self-service kiosks in these areas, provided the cameras do not record sound and only monitor the checkout area and product display zones. The bill also restricts employers from requesting access to this video footage except when a theft is reported by the vendor, and it establishes fines and potential jail time for violations of these rules.
