Section 31-57w - [Effective 1/1/2025] Notice to service workers of sick leave requirements. Regulations(a) Each employer subject to the provisions of section 31-57s , shall, at the time of hiring, provide notice to each employee (1) of (A) the entitlement to paid sick leave for employees, (B) the amount of paid sick leave provided to employees, and (C) the terms under which paid sick leave may be used, (2) that retaliation by the employer against the employee for requesting or using paid sick leave for which the employee is eligible is prohibited, and (3) that the employee has a right to file a complaint with the Labor Commissioner for any violation of this section and of sections 31-57s to 31-57v, inclusive. (b) Each employer shall comply with the provisions of subsection (a) of this section by (1) displaying a poster in a conspicuous place, accessible to employees, at the employer's place of business that contains the information required by this section in both English and Spanish, and (2) providing written notice to each employee not later than January 1, 2025, or at the time of hire, whichever is later. The Labor Commissioner shall create a model of such poster and written notice and make such models available to all employers on the Labor Department's Internet web site. For employers that do not maintain a physical workplace or for employees that telework or perform work through a web-based or application-based platform, employers shall comply with the provisions of subdivision (1) of this subsection by sending such information via electronic communication or by a conspicuous posting of such information on a web-based or application-based platform.(c) Each employer subject to the provisions of section 31-57s, shall include in the record required under section 31-13a (1) the number of hours, if any, of paid sick leave accrued by or provided to the employee, and (2) the number of hours, if any, of paid sick leave used by the employee during the calendar year. Each employer shall retain such records for a period of three years and shall allow the Labor Commissioner, with appropriate notice and at a mutually agreeable time, access to such record in order to monitor compliance with the requirements of this section. Failure by an employer to retain adequate records documenting hours worked by an employee and paid sick leave used by such employee or to allow reasonable access to such records shall be a violation of this subsection. The Labor Commissioner may assess a civil penalty of not more than one hundred dollars for such violation.(d) The Labor Commissioner may adopt regulations, in accordance with the provisions of chapter 54, to implement the provisions of this section and sections 31-57s to 31-57v, inclusive.Conn. Gen. Stat. § 31-57w
Amended by P.A. 24-0008,S. 6 of the Connecticut Acts of the 2024 Regular Session, eff. 1/1/2025.Added by P.A. 11-0052, S. 6 of the the 2011 Regular Session, eff. 1/1/2012.This section is set out more than once due to postponed, multiple, or conflicting amendments.