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General Assembly Substitute Bill No. 5
February Session, 2022
AN ACT CONCERNING ONLINE DATING OPERATORS, ONLINE
CHILD GROOMING AND HARASSMENT, DOMESTIC VIOLENCE
TRAINING AND PROTECTIONS FOR VICTIMS OF FAMILY VIOLENCE
AND DOMESTIC VIOLENCE.
Be it enacted by the Senate and House of Representatives in General
Assembly convened:
Section 1. (NEW) (Effective October 1, 2022) (a) As used in this section 1
and sections 2 to 4, inclusive, of this act: 2
(1) "Online dating" means the act of using software applications to 3
initiate relationships with other individuals for the purpose of romance, 4
sex or marriage. 5
(2) "Online dating operator" means a person who operates a software 6
application designed to facilitate online dating. 7
(3) "User" means an individual who uses the online dating services of 8
an online dating operator. 9
(b) On and after October 1, 2022, prior to a user being permitted to 10
utilize an online dating software application, the online dating operator 11
shall require the user to establish an online dating account. In order to 12
establish an online dating account, the online dating operator shall: 13 Substitute Bill No. 5
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(1) Create an electronic user file, which file shall minimally include: 14
(A) The user's legal name; 15
(B) The user's date of birth; 16
(C) The entire or last four digits of the user's Social Security number 17
or an equivalent identification number for a foreign user, such as the 18
user's passport number or taxpayer identification number; 19
(D) The user's address; 20
(E) The user's electronic mail address; 21
(F) The user's telephone number; 22
(G) Any other information collected from the user used to verify the 23
user's identity; 24
(H) The method used to verify the user's identity; and 25
(I) The date of verification. 26
(2) Encrypt all confidential information contained in an electronic 27
user file; 28
(3) Verify the user's identity in accordance with section 2 of this act 29
or through an alternative methodology for remote multi-sourced 30
authentication, which may include third-party and governmental 31
databases, that may be approved by the Department of Consumer 32
Protection; and 33
(4) Record the user's certification that the information provided to the 34
online dating operator by the user is accurate. 35
(c) Each online dating account shall be (1) nontransferable, and (2) 36
unique to the user who establishes the account. 37
(d) Online dating operators shall maintain electronic user files for two 38 Substitute Bill No. 5
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years after the date of termination of an online dating account and shall 39
destroy all copies of the electronic user file after such two-year period 40
expires. 41
Sec. 2. (NEW) (Effective October 1, 2022) (a) On and after October 1, 42
2022, prior to an individual being allowed to open an online dating 43
account, an online dating operator shall conduct a comprehensive 44
identity check of such individual. An online dating operator may 45
contract with a third party for identity verification of any individual 46
seeking to open an online dating account. 47
(b) The comprehensive identity check shall minimally include an 48
identity search of the individual's name, date of birth, address and last 49
four digits of the individual's Social Security number or an equivalent 50
identification number for a foreign user. Prior to establishing the online 51
dating account, an online dating operator shall utilize identity 52
authentication questions that require an individual who seeks to use the 53
online dating service to provide information known only to the 54
individual, such as previous addresses or credit transactions, unless an 55
alternate method of authentication of equal or greater security and 56
effectiveness is approved, in writing, by the Department of Consumer 57
Protection. 58
Sec. 3. (NEW) (Effective October 1, 2022) On and after October 1, 2022, 59
online dating operators shall develop their online dating services to 60
maintain the security and confidentiality of participation and all 61
information in an electronic user file, except such information shall be 62
disclosed in response to a lawful subpoena, summons, warrant or court 63
order. 64
Sec. 4. (NEW) (Effective October 1, 2022) (a) The Department of 65
Consumer Protection may issue fines of not more than twenty-five 66
thousand dollars per violation, accept an offer in compromise, or take 67
other actions permitted by the general statutes or the regulations of 68
Connecticut state agencies if an online dating operator fails to collect, 69
keep confidential or disclose information in accordance with the 70 Substitute Bill No. 5
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provisions of sections 1 to 3, inclusive, of this act. 71
(b) The Commissioner of Consumer Protection, or the commissioner's 72
designee, may conduct investigations and hold hearings on any matter 73
under the provisions of this section and sections 1 to 3, inclusive, of this 74
act. The commissioner, or the commissioner's designee, may issue 75
subpoenas, administer oaths, compel testimony and order the 76
production of books, records and documents. If any person refuses to 77
appear, to testify or to produce any book, record or document when so 78
ordered, upon application of the commissioner or the commissioner's 79
designee, a judge of the Superior Court may make such order as may be 80
appropriate to aid in the enforcement of this section. 81
(c) The Attorney General, at the request of the commissioner or the 82
commissioner's designee, may apply in the name of the state to the 83
Superior Court for an order temporarily or permanently restraining and 84
enjoining any person from violating any provision of this section and 85
sections 1 to 3, inclusive, of this act. 86
Sec. 5. (Effective from passage) (a) There is established a working group 87
to examine and develop recommendations regarding potential 88
legislation to criminalize child grooming, including acts to persuade, 89
coerce, induce or entice a minor for the purposes of: (1) Sexually 90
exploiting the minor; (2) the creation of child pornography; (3) engaging 91
the minor in prostitution; or (4) trafficking the minor. 92
(b) The working group shall be comprised of: (1) An individual 93
appointed by the president pro tempore of the Senate, who shall serve 94
as the chairperson of the working group, (2) an individual appointed by 95
the speaker of the House of Representatives, (3) an individual appointed 96
by the minority leader of the Senate, (4) an individual appointed by the 97
minority leader of the House of Representatives, (5) an individual 98
appointed by the Senate chairperson of the joint standing committee of 99
the General Assembly having cognizance of matters relating to the 100
judiciary, (6) an individual appointed by the House chairperson of the 101
joint standing committee of the General Assembly having cognizance of 102 Substitute Bill No. 5
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matters relating to the judiciary, (7) an individual appointed by the 103
Senate ranking member of the joint standing committee of the General 104
Assembly having cognizance of matters relating to the judiciary, (8) an 105
individual appointed by the House ranking member of the joint 106
standing committee of the General Assembly having cognizance of 107
matters relating to the judiciary, (9) the Chief Public Defender, or the 108
Chief Public Defender's designee, and (10) the Chief State's Attorney, or 109
the Chief State's Attorney's designee. Any member of the working 110
group appointed under subdivisions (1) to (8), inclusive, of this 111
subsection may be a member of the General Assembly. 112
(c) All appointments to the working group shall be made not later 113
than sixty days after the effective date of this section. The appointing 114
authority shall provide a copy of such appointment to the administrator 115
of the joint standing committee of the General Assembly having 116
cognizance of matters relating to the judiciary not later than seven days 117
after the date of the appointment. 118
(d) The chairperson of the working group shall schedule the first 119
meeting of the working group, which shall be held not later than ninety 120
days after the effective date of this section. 121
(e) On or before December 31, 2022, the working group shall report 122
its recommendations, in accordance with the provisions of section 11-4a 123
of the general statutes, to the joint standing committee of the General 124
Assembly having cognizance of matters relating to the judiciary. The 125
working group shall terminate on the date that it submits such report or 126
December 31, 2022, whichever is later. 127
Sec. 6. (NEW) (Effective July 1, 2022) (a) As used in this section: 128
(1) "Eligible entity" means any of the following located in this state: 129
(A) A local or regional school district, (B) a historical society, (C) a tax-130
exempt entity registered with the office of the Secretary of the State, (D) 131
a government agency, (E) a constituent unit of the state system of higher 132
education, (F) a public library, or (G) any other entity operating under 133 Substitute Bill No. 5
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another entity described in this subdivision; and 134
(2) "Online abuse" means the following acts, when conducted using 135
any interactive computer service: (A) Speech or conduct motivated by 136
hatred, prejudice or bigotry towards a person or group based on the 137
person's actual or perceived religion, national origin, alienage, color, 138
race, sex, gender identity or expression, sexual orientation or disability, 139
(B) harassment, (C) stalking, (D) swatting, (E) doxing, or (F) an assault. 140
(b) There is established a grant program to provide educational and 141
training opportunities with the goal of preventing online abuse and 142
informing individuals about identifying, reporting, responding to and 143
avoiding online abuse. The grant program shall be administered by the 144
Department of Emergency Services and Public Protection, in 145
consultation with the State-Wide Hate Crimes Advisory Council, 146
established under section 51-279f of the general statutes. 147
(c) Not later than three months after receiving funds from the state 148
for any fiscal year, the administrator of the grant program shall issue a 149
request for proposals from any eligible entity. Each response to the 150
request for proposals shall: Specify the types of online abuse that the 151
entity proposes to address in accordance with the purposes of the 152
program under subsection (b) of this section; the methods used to 153
achieve the goals of the program; other specific goals of the eligible 154
entity; the target audience of the training and information that the entity 155
would provide; whether the eligible entity is replicating a program 156
found to have a high likelihood of success as determined by a cost-157
benefit analysis appearing in a peer reviewed academic journal; and the 158
amount, if any, of matching funds the eligible entity will contribute. 159
(d) The department may award grants for any programming or 160
service that prevents online abuse or furthers the other goals of the 161
program under subsection (b) of this section, including training teachers 162
or professionals within schools, archiving, public murals, curriculum 163
development and marketing. Eligible entities may use the funds 164
awarded under this subsection collectively, including regionally, 165 Substitute Bill No. 5
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through coordinated efforts and conferences that achieve the goals of 166
the program. 167
(e) The department may only award a grant to an eligible entity in an 168
amount not to exceed thirty thousand dollars during any fiscal year. 169
Sec. 7. Subdivision (10) of section 46a-51 of the 2022 supplement to 170
the general statutes is repealed and the following is substituted in lieu 171
thereof (Effective October 1, 2022): 172
(10) "Employer" includes the state and all political subdivisions 173
thereof and means any person or employer with [three] one or more 174
persons in such person's or employer's employ; 175
Sec. 8. Section 46a-54 of the 2022 supplement to the general statutes 176
is repealed and the following is substituted in lieu thereof (Effective 177
October 1, 2022): 178
The commission shall have the following powers and duties: 179
(1) To establish and maintain such offices as the commission may 180
deem necessary; 181
(2) To organize the commission into a division of affirmative action 182
monitoring and contract compliance, a division of discriminatory 183
practice complaints and such other divisions, bureaus or units as may 184
be necessary for the efficient conduct of business of the commission; 185
(3) To employ legal staff and commission legal counsel as necessary 186
to perform the duties and responsibilities under section 46a-55. One 187
commission legal counsel shall serve as supervising attorney. Each 188
commission legal counsel shall be admitted to practice law in this state; 189
(4) To appoint such investigators and other employees and agents as 190
it deems necessary, fix their compensation within the limitations 191
provided by law and prescribe their duties; 192
(5) To adopt, publish, amend and rescind regulations consistent with 193 Substitute Bill No. 5
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and to effectuate the provisions of this chapter; 194
(6) To establish rules of practice to govern, expedite and effectuate 195
the procedures set forth in this chapter; 196
(7) To recommend policies and make recommendations to agencies 197
and officers of the state and local subdivisions of government to 198
effectuate the policies of this chapter; 199
(8) To receive, initiate as provided in section 46a-82, investigate and 200
mediate discriminatory practice complaints; 201
(9) By itself or with or by hearing officers or human rights referees, to 202
hold hearings, subpoena witnesses and compel their attendance, 203
administer oaths, take the testimony of any person under oath and 204
require the production for examination of any books and papers relating 205
to any matter under investigation or in question; 206
(10) To make rules as to the procedure for the issuance of subpoenas 207
by individual commissioners, hearing officers and human rights 208
referees; 209
(11) To require written answers to interrogatories under oath relating 210
to any complaint under investigation pursuant to this chapter alleging 211
any discriminatory practice as defined in subdivision (8) of section 46a-212
51, and to adopt regulations, in accordance with the provisions of 213
chapter 54, for the procedure for the issuance of interrogatories and 214
compliance with interrogatory requests; 215
(12) To utilize such voluntary and uncompensated services of private 216
individuals, agencies and organizations as may from time to time be 217
offered and needed and with the cooperation of such agencies, (A) to 218
study the problems of discrimination in all or specific fields of human 219
relationships, and (B) to foster through education and community effort 220
or otherwise good will among the groups and elements of the 221
population of the state; 222 Substitute Bill No. 5
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(13) To require the posting by an employer, employment agency or 223
labor organization of such notices regarding statutory provisions as the 224
commission shall provide; 225
(14) To require the posting, by any respondent or other person subject 226
to the requirements of section 46a-64, as amended by this act, 46a-64c, 227
as amended by this act, 46a-81d or 46a-81e, of such notices of statutory 228
provisions as it deems desirable; 229
(15) To require an employer having three or more employees to (A) 230
post in a prominent and accessible location information concerning the 231
illegality of sexual harassment and remedies available to victims of 232
sexual harassment; [,] (B) provide, not later than three months after the 233
employee's start date with the employer, a copy of the information 234
concerning the illegality of sexual harassment and remedies available to 235
victims of sexual harassment to each employee by electronic mail with 236
a subject line that includes the words "Sexual Harassment Policy" or 237
words of similar import, if (i) the employer has provided an electronic 238
mail account to the employee, or (ii) the employee has provided the 239
employer with an electronic mail address, provided if an employer has 240
not provided an electronic mail account to the employee, the employer 241
shall post the information concerning the illegality of sexual harassment 242
and remedies available to victims of sexual harassment on the 243
employer's Internet web site, if the employer maintains such an Internet 244
web site. An employer may comply with the requirements of this 245
subparagraph, by providing an employee with the link to the 246
commission's Internet web site concerning the illegality of sexual 247
harassment and the remedies available to victims of sexual harassment 248
by electronic mail, text message or in writing; and (C) provide two hours 249
of training and education to employees within one year of October 1, 250
2019, provided any employer who has provided such training and 251
education to any such employees after October 1, 2018, shall not be 252
required to provide such training and education a second time. An 253
employer having (i) three or more employees, shall provide such 254
training and education to an employee hired on or after October 1, 2019, 255 Substitute Bill No. 5
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not later than six months after the date of his or her hire, provided the 256
commission has developed and made available such training and 257
education materials in accordance with the provisions of subdivision (8) 258
of subsection (a) of section 46a-56, as amended by this act; or (ii) less 259
than three employees shall provide such training and education to all 260
supervisory employees within one year of October 1, 2019, and to all 261
new supervisory employees within six months of their assumption of a 262
supervisory position, provided any employer who has provided such 263
training and education to any such supervisory employees after October 264
1, 2018, shall not be required to provide such training and education a 265
second time. Any supervisory employee hired on or after October 1, 266
2019, by an employer having less than three employees, shall receive 267
such training and education not later than six months after the date of 268
his or her hire, provided the commission has developed and made 269
available such training and education materials in accordance with the 270
provisions of subdivision (8) of subsection (a) of section 46a-56, as 271
amended by this act. Such training and education shall include 272
information concerning the federal and state statutory provisions 273
concerning sexual harassment and remedies available to victims of 274
sexual harassment. If an employee has received in-person training 275
provided by the commission or has taken the no cost online training 276
provided by the commission on its Internet web site in accordance with 277
the provisions of subdivision (8) of subsection (a) of section 46a-56, as 278
amended by this act, while employed by a different employer within the 279
two years preceding the date of hire, an employer may consider such 280
prior training to satisfy the training requirements of this section. An 281
employer who is required to provide training under this subdivision 282
shall provide periodic supplemental training that updates all 283
supervisory and nonsupervisory employees on the content of such 284
training and education not less than every ten years. As used in this 285
subdivision, "sexual harassment" has the same meaning as provided in 286
subdivision (8) of subsection (b) of section 46a-60, as amended by this 287
act, and "employer" includes the General Assembly and "employee" 288
means any individual employed by an employer, i ncluding an 289
individual employed by such individual's parent, spouse or child; 290 Substitute Bill No. 5
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(16) To require each state agency that employs one or more 291
employees to (A) provide a minimum of three hours of diversity 292
training and education (i) to all supervisory and nonsupervisory 293
employees, not later than July 1, 2002, with priority for such training to 294
supervisory employees, and (ii) to all newly hired supervisory and 295
nonsupervisory employees, not later than six months after their 296
assumption of a position with a state agency, with priority for such 297
training to supervisory employees. Such training and education shall 298
include information concerning the federal and state statutory 299
provisions concerning discrimination and hate crimes directed at 300
protected classes and remedies available to victims of discrimination 301
and hate crimes, standards for working with and serving persons from 302
diverse populations and strategies for addressing differences that may 303
arise from diverse work environments; and (B) submit an annual report 304
to the Commission on Human Rights and Opportunities concerning the 305
status of the diversity training and education required under 306
subparagraph (A) of this subdivision. The information in such annual 307
reports shall be reviewed by the commission for the purpose of 308
submitting an annual summary report to the General Assembly. 309
Notwithstanding the provisions of this section, if a state agency has 310
provided such diversity training and education to any of its employees 311
prior to October 1, 1999, such state agency shall not be required to 312
provide such training and education a second time to such employees. 313
The requirements of this subdivision shall be accomplished within 314
available appropriations. As used in this subdivision, "employee" 315
includes any part-time employee who works more than twenty hours 316
per week; 317
(17) To require each agency to submit information demonstrating its 318
compliance with subdivision (16) of this section as part of its affirmative 319
action plan and to receive and investigate complaints concerning the 320
failure of a state agency to comply with the requirements of subdivision 321
(16) of this section; [and] 322
(18) To enter into contracts for and accept grants of private or federal 323 Substitute Bill No. 5
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funds and to accept gifts, donations or bequests, including donations of 324
service by attorneys; [.] 325
(19) To require each state agency that employs one or more 326
employees to provide a minimum of one hour of training and education 327
related to domestic violence and the resources available to victims of 328
domestic violence (A) to all employees hired prior to January 1, 2023, 329
not later than July 1, 2023, and (B) to all employees hired on or after 330
January 1, 2023, not later than six months after their assumption of a 331
position with a state agency. Such training and education shall include 332
information concerning (i) domestic violence, abuser and victim 333
behaviors; (ii) how domestic violence may impact the workplace; and 334
(iii) the resources available to victims of domestic violence. The 335
requirements of this subdivision shall be accomplished within available 336
appropriations using the training and education materials made 337
available by the commission in accordance with the provisions of 338
subdivision (10) of subsection (a) of section 46a-56, as amended by this 339
act; and 340
(20) To require an employer having three or more employees to post 341
in a prominent and accessible location information concerning domestic 342
violence and the resources available to victims of domestic violence in 343
Connecticut. 344
Sec. 9. Subsection (a) of section 46a-56 of the general statutes is 345
repealed and the following is substituted in lieu thereof (Effective October 346
1, 2022): 347
(a) The commission shall: 348
(1) Investigate the possibilities of affording equal opportunity of 349
profitable employment to all persons, with particular reference to job 350
training and placement; 351
(2) Compile facts concerning discrimination in employment, 352
violations of civil liberties and other related matters; 353 Substitute Bill No. 5
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(3) Investigate and proceed in all cases of discriminatory practices as 354
provided in this chapter and noncompliance with the provisions of 355
section 4a-60, as amended by this act, or 4a-60a or sections 46a-68c to 356
46a-68f, inclusive; 357
(4) From time to time, but not less than once a year, report to the 358
Governor as provided in section 4-60, making recommendations for the 359
removal of such injustices as it may find to exist and such other 360
recommendations as it deems advisable and describing the 361
investigations, proceedings and hearings it has conducted and their 362
outcome, the decisions it has rendered and the other work it has 363
performed; 364
(5) Monitor state contracts to determine whether they are in 365
compliance with sections 4a-60, as amended by this act, and 4a-60a, and 366
those provisions of the general statutes which prohibit discrimination; 367
(6) Compile data concerning state contracts with female and minority 368
business enterprises and submit a report annually to the General 369
Assembly concerning the employment of such business enterprises as 370
contractors and subcontractors; 371
(7) Develop and include on the commission's Internet web site a link 372
concerning the illegality of sexual harassment, as defined in section 46a-373
60, as amended by this act, and the remedies available to victims of 374
sexual harassment; [and] 375
(8) Develop and make available at no cost to employers an online 376
training and education video or other interactive method of training and 377
education that fulfills the requirements prescribed in subdivision (15) of 378
section 46a-54, [.] as amended by this act; 379
(9) Develop, in conjunction with organizations that advocate on 380
behalf of victims of domestic violence, and include on the commission's 381
Internet web site a link concerning domestic violence and the resources 382
available to victims of domestic violence; and 383 Substitute Bill No. 5
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(10) Develop, in conjunction with organizations that advocate on 384
behalf of victims of domestic violence, and make available at no cost to 385
each state agency an online training and education video or other 386
interactive method of training and education that fulfills the 387
requirements prescribed in subdivision (19) of section 46a-54, as 388
amended by this act. 389
Sec. 10. Section 46a-60 of the 2022 supplement to the general statutes 390
is repealed and the following is substituted in lieu thereof (Effective 391
October 1, 2022): 392
(a) As used in this section: 393
(1) "Employee" means an employee, as defined in section 46a-51, as 394
amended by this act, and includes any elected or appointed official of a 395
municipality, board, commission, counsel or other governmental body; 396
(2) "Family violence" has the same meaning as provided in section 397
46b-38a; 398
[(1)] (3) "Pregnancy" means pregnancy, childbirth or a related 399
condition, including, but not limited to, lactation; 400
[(2)] (4) "Reasonable accommodation" means, but is not limited to, 401
being permitted to sit while working, more frequent or longer breaks, 402
periodic rest, assistance with manual labor, job restructuring, light duty 403
assignments, modified work schedules, temporary transfers to less 404
strenuous or hazardous work, time off to recover from childbirth or 405
break time and appropriate facilities for expressing breast milk; and 406
[(3)] (5) "Undue hardship" means an action requiring significant 407
difficulty or expense when considered in light of factors such as (A) the 408
nature and cost of the accommodation; (B) the overall financial 409
resources of the employer; (C) the overall size of the business of the 410
employer with respect to the number of employees, and the number, 411
type and location of its facilities; and (D) the effect on expenses and 412
resources or the impact otherwise of such accommodation upon the 413 Substitute Bill No. 5
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operation of the employer. 414
(b) It shall be a discriminatory practice in violation of this section: 415
(1) For an employer, by the employer or the employer's agent, except 416
in the case of a bona fide occupational qualification or need, to refuse to 417
hire or employ or to bar or to discharge from employment any 418
individual or to discriminate against any individual in compensation or 419
in terms, conditions or privileges of employment because of the 420
individual's race, color, religious creed, age, sex, gender identity or 421
expression, marital status, national origin, ancestry, present or past 422
history of mental disability, intellectual disability, learning disability, 423
physical disability, including, but not limited to, blindness, [or] status 424
as a veteran or status as a victim of family violence; 425
(2) For any employment agency, except in the case of a bona fide 426
occupational qualification or need, to fail or refuse to classify properly 427
or refer for employment or otherwise to discriminate against any 428
individual because of such individual's race, color, religious creed, age, 429
sex, gender identity or expression, marital status, national origin, 430
ancestry, present or past history of mental disability, intellectual 431
disability, learning disability, physical disability, including, but not 432
limited to, blindness, [or] status as a veteran or status as a victim of 433
family violence; 434
(3) For a labor organization, because of the race, color, religious creed, 435
age, sex, gender identity or expression, marital status, national origin, 436
ancestry, present or past history of mental disability, intellectual 437
disability, learning disability, physical disability, including, but not 438
limited to, blindness, [or] status as a veteran or status as a victim of 439
family violence of any individual to exclude from full membership 440
rights or to expel from its membership such individual or to 441
discriminate in any way against any of its members or against any 442
employer or any individual employed by an employer, unless such 443
action is based on a bona fide occupational qualification; 444 Substitute Bill No. 5
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(4) For any person, employer, labor organization or employment 445
agency to discharge, expel or otherwise discriminate against any person 446
because such person has opposed any discriminatory employment 447
practice or because such person has filed a complaint or testified or 448
assisted in any proceeding under section 46a-82, 46a-83 or 46a-84; 449
(5) For any person, whether an employer or an employee or not, to 450
aid, abet, incite, compel or coerce the doing of any act declared to be a 451
discriminatory employment practice or to attempt to do so; 452
(6) For any person, employer, employment agency or labor 453
organization, except in the case of a bona fide occupational qualification 454
or need, to advertise employment opportunities in such a manner as to 455
restrict such employment so as to discriminate against individuals 456
because of their race, color, religious creed, age, sex, gender identity or 457
expression, marital status, national origin, ancestry, present or past 458
history of mental disability, intellectual disability, learning disability, 459
physical disability, including, but not limited to, blindness, [or] status 460
as a veteran or status as a victim of family violence; 461
(7) For an employer, by the employer or the employer's agent: (A) To 462
terminate a woman's employment because of her pregnancy; (B) to 463
refuse to grant to that employee a reasonable leave of absence for 464
disability resulting from her pregnancy; (C) to deny to that employee, 465
who is disabled as a result of pregnancy, any compensation to which 466
she is entitled as a result of the accumulation of disability or leave 467
benefits accrued pursuant to plans maintained by the employer; (D) to 468
fail or refuse to reinstate the employee to her original job or to an 469
equivalent position with equivalent pay and accumulated seniority, 470
retirement, fringe benefits and other service credits upon her signifying 471
her intent to return unless, in the case of a private employer, the 472
employer's circumstances have so changed as to make it impossible or 473
unreasonable to do so; (E) to limit, segregate or classify the employee in 474
a way that would deprive her of employment opportunities due to her 475
pregnancy; (F) to discriminate against an employee or person seeking 476
employment on the basis of her pregnancy in the terms or conditions of 477 Substitute Bill No. 5
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her employment; (G) to fail or refuse to make a reasonable 478
accommodation for an employee or person seeking employment due to 479
her pregnancy, unless the employer can demonstrate that such 480
accommodation would impose an undue hardship on such employer; 481
(H) to deny employment opportunities to an employee or person 482
seeking employment if such denial is due to the employee's request for 483
a reasonable accommodation due to her pregnancy; (I) to force an 484
employee or person seeking employment affected by pregnancy to 485
accept a reasonable accommodation if such employee or person seeking 486
employment (i) does not have a known limitation related to her 487
pregnancy, or (ii) does not require a reasonable accommodation to 488
perform the essential duties related to her employment; (J) to require an 489
employee to take a leave of absence if a reasonable accommodation can 490
be provided in lieu of such leave; and (K) to retaliate against an 491
employee in the terms, conditions or privileges of her employment 492
based upon such employee's request for a reasonable accommodation; 493
(8) For an employer, by the employer or the employer's agent, for an 494
employment agency, by itself or its agent, or for any labor organization, 495
by itself or its agent, to harass any employee, person seeking 496
employment or member on the basis of sex or gender identity or 497
expression. If an employer takes immediate corrective action in 498
response to an employee's claim of sexual harassment, such corrective 499
action shall not modify the conditions of employment of the employee 500
making the claim of sexual harassment unless such employee agrees, in 501
writing, to any modification in the conditions of employment. 502
"Corrective action" taken by an employer, includes, but is not limited to, 503
employee relocation, assigning an employee to a different work 504
schedule or other substantive changes to an employee's terms and 505
conditions of employment. Notwithstanding an employer's failure to 506
obtain a written agreement from an employee concerning a modification 507
in the conditions of employment, the commission may find that 508
corrective action taken by an employer was reasonable and not of 509
detriment to the complainant based on the evidence presented to the 510
commission by the complainant and respondent. As used in this 511 Substitute Bill No. 5
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subdivision, "sexual harassment" means any unwelcome sexual 512
advances or requests for sexual favors or any conduct of a sexual nature 513
when (A) submission to such conduct is made either explicitly or 514
implicitly a term or condition of an individual's employment, (B) 515
submission to or rejection of such conduct by an individual is used as 516
the basis for employment decisions affecting such individual, or (C) 517
such conduct has the purpose or effect of [substantially] interfering with 518
an individual's work performance or creating an intimidating, hostile or 519
offensive working environment; 520
(9) For an employer, by the employer or the employer's agent, for an 521
employment agency, by itself or its agent, or for any labor organization, 522
by itself or its agent, to request or require information from an 523
employee, person seeking employment or member relating to the 524
individual's child-bearing age or plans, pregnancy, function of the 525
individual's reproductive system, use of birth control methods, or the 526
individual's familial responsibilities, unless such information is directly 527
related to a bona fide occupational qualification or need, provided an 528
employer, through a physician may request from an employee any such 529
information which is directly related to workplace exposure to 530
substances which may cause birth defects or constitute a hazard to an 531
individual's reproductive system or to a fetus if the employer first 532
informs the employee of the hazards involved in exposure to such 533
substances; 534
(10) For an employer, by the employer or the employer's agent, after 535
informing an employee, pursuant to subdivision (9) of this subsection, 536
of a workplace exposure to substances which may cause birth defects or 537
constitute a hazard to an employee's reproductive system or to a fetus, 538
to fail or refuse, upon the employee's request, to take reasonable 539
measures to protect the employee from the exposure or hazard 540
identified, or to fail or refuse to inform the employee that the measures 541
taken may be the subject of a complaint filed under the provisions of 542
this chapter. Nothing in this subdivision is intended to prohibit an 543
employer from taking reasonable measures to protect an employee from 544 Substitute Bill No. 5
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exposure to such substances. For the purpose of this subdivision, 545
"reasonable measures" shall be those measures which are consistent 546
with business necessity and are least disruptive of the terms and 547
conditions of the employee's employment; 548
(11) For an employer, by the employer or the employer's agent, for an 549
employment agency, by itself or its agent, or for any labor organization, 550
by itself or its agent: (A) To request or require genetic information from 551
an employee, person seeking employment or member, or (B) to 552
discharge, expel or otherwise discriminate against any person on the 553
basis of genetic information. For the purpose of this subdivision, 554
"genetic information" means the information about genes, gene 555
products or inherited characteristics that may derive from an individual 556
or a family member; 557
(12) For an employer, by the employer or the employer's agent, to 558
request or require a prospective employee's age, date of birth, dates of 559
attendance at or date of graduation from an educational institution on 560
an initial employment application, provided the provisions of this 561
subdivision shall not apply to any employer requesting or requiring 562
such information (A) based on a bona fide occupational qualification or 563
need, or (B) when such information is required to comply with any 564
provision of state or federal law; [.] and 565
(13) (A) For an employer to refuse to provide a reasonable 566
accommodation to an employee who is known by the employer to be a 567
victim of family violence, unless such absence would cause an undue 568
hardship to the employer. The employer may require an employee to 569
charge any time off pursuant to this subsection against any leave with 570
pay ordinarily granted, where available, unless otherwise provided for 571
in a collective bargaining agreement or existing employee handbook or 572
policy, and any such absence that cannot be charged may be treated as 573
leave without pay. An employee may seek a reasonable accommodation 574
under this subsection in order to: (i) Seek attention for injuries caused 575
by family violence including for a child who is a victim of family 576
violence, provided the employee is not the perpetrator of the family 577 Substitute Bill No. 5
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violence against the child; (ii) obtain services from a family violence 578
shelter, program or rape crisis center as a result of family violence; (iii) 579
obtain psychological counseling related to an incident or incidents of 580
family violence, including for a child who is a victim of family violence, 581
provided the employee is not the perpetrator of the family violence 582
against the child; (iv) participate in safety planning and taking other 583
actions to increase safety from future incidents of family violence, 584
including temporary or permanent relocation; or (v) obtain legal 585
services, assisting in the prosecution of the offense, or otherwise 586
participate in legal proceedings in relation to the incident or incidents of 587
family violence. 588
(B) An employee who is absent from work in accordance with the 589
provisions of subparagraph (A) of this subdivision shall, within a 590
reasonable time after the absence, provide a certification to the employer 591
when requested by the employer. Such certification shall be in the form 592
of: (i) A police report indicating that the employee or the employee's 593
child was a victim of family violence; (ii) a court order protecting or 594
separating the employee or employee's child from the perpetrator of an 595
act of family violence; (iii) other evidence from the court or prosecuting 596
attorney that the employee appeared in court; or (iv) documentation 597
from a medical professional or a domestic violence counselor, as defined 598
in section 52-146k, that the employee or the employee's child was 599
undergoing counseling or treatment for physical or mental injuries or 600
abuse resulting in victimization from an act of family violence. 601
(C) Where an employee has a physical or mental disability resulting 602
from an incident or series of incidents of family violence, such employee 603
shall be treated in the same manner as an employee with any other 604
disability, pursuant to the provisions of this section which provide that 605
discrimination and refusal to provide reasonable accommodation of 606
disability are unlawful discriminatory practices. 607
(D) To the extent permitted by law, employers shall maintain the 608
confidentiality of any information regarding an employee's status as a 609
victim of family violence. 610 Substitute Bill No. 5
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(c) (1) The provisions of this section concerning age shall not apply 611
to: (A) The termination of employment of any person with a contract of 612
unlimited tenure at an independent institution of higher education who 613
is mandatorily retired, on or before July 1, 1993, after having attained 614
the age of seventy; (B) the termination of employment of any person 615
who has attained the age of sixty-five and who, for the two years 616
immediately preceding such termination, is employed in a bona fide 617
executive or a high policy-making position, if such person is entitled to 618
an immediate nonforfeitable annual retirement benefit under a pension, 619
profit-sharing, savings or deferred compensation plan, or any 620
combination of such plans, from such person's employer, which equals, 621
in aggregate, at least forty-four thousand dollars; (C) the termination of 622
employment of persons in occupations, including police work and fire-623
fighting, in which age is a bona fide occupational qualification; (D) the 624
operation of any bona fide apprenticeship system or plan; or (E) the 625
observance of the terms of a bona fide seniority system or any bona fide 626
employee benefit plan for retirement, pensions or insurance which is not 627
adopted for the purpose of evading said provisions, except that no such 628
plan may excuse the failure to hire any individual and no such system 629
or plan may require or permit the termination of employment on the 630
basis of age. No such plan which covers less than twenty employees may 631
reduce the group hospital, surgical or medical insurance coverage 632
provided under the plan to any employee who has reached the age of 633
sixty-five and is eligible for Medicare benefits or any employee's spouse 634
who has reached age sixty-five and is eligible for Medicare benefits 635
except to the extent such coverage is provided by Medicare. The terms 636
of any such plan which covers twenty or more employees shall entitle 637
any employee who has attained the age of sixty-five and any employee's 638
spouse who has attained the age of sixty-five to group hospital, surgical 639
or medical insurance coverage under the same conditions as any 640
covered employee or spouse who is under the age of sixty-five. 641
(2) No employee retirement or pension plan may exclude any 642
employee from membership in such plan or cease or reduce the 643
employee's benefit accruals or allocations under such plan on the basis 644 Substitute Bill No. 5
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of age. The provisions of this subdivision shall be applicable to plan 645
years beginning on or after January 1, 1988, except that for any 646
collectively bargained plan this subdivision shall be applicable on the 647
earlier of (A) January 1, 1990, or (B) the later of (i) the expiration date of 648
the collective bargaining agreement, or (ii) January 1, 1988. 649
(3) The provisions of this section concerning age shall not prohibit an 650
employer from requiring medical examinations for employees for the 651
purpose of determining such employees' physical qualification for 652
continued employment. 653
(4) Any employee who continues employment beyond the normal 654
retirement age in the applicable retirement or pension plan shall give 655
notice of intent to retire, in writing, to such employee's employer not 656
less than thirty days prior to the date of such retirement. 657
(d) (1) An employer shall provide written notice of the right to be free 658
from discrimination in relation to pregnancy, childbirth and related 659
conditions, including the right to a reasonable accommodation to the 660
known limitations related to pregnancy pursuant to subdivision (7) of 661
subsection (b) of this section to: (A) New employees at the 662
commencement of employment; (B) existing employees within one 663
hundred twenty days after the effective date of this section; and (C) any 664
employee who notifies the employer of her pregnancy within ten days 665
of such notification. An employer may comply with the provisions of 666
this section by displaying a poster in a conspicuous place, accessible to 667
employees, at the employer's place of business that contains the 668
information required by this section in both English and Spanish. The 669
Labor Commissioner may adopt regulations, in accordance with 670
chapter 54, to establish additional requirements concerning the means 671
by which employers shall provide such notice. 672
(2) The Commission on Human Rights and Opport unities shall 673
develop courses of instruction and conduct ongoing public education 674
efforts as necessary to inform employers, employees, employment 675
agencies and persons seeking employment about their rights and 676 Substitute Bill No. 5
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responsibilities under this section. 677
(e) It shall not be a defense to a complaint of discrimination under 678
this section, filed in accordance with section 46a-82, that the conduct was 679
not severe or pervasive. Conduct constitutes an unlawful 680
discriminatory practice when the conduct subjects an individual to 681
inferior terms, conditions or privileges of employment because of the 682
individual's protected characteristic. The fact that such individual did 683
not make a complaint about the discrimination to an employer, licensing 684
agency, employment agency or labor organization shall not be 685
determinative of whether such employer, licensing agency, 686
employment agency or labor organization shall be liable. It shall be an 687
affirmative defense that the harassing conduct complained of does not 688
rise above the level of what a reasonable person would consider 689
discrimination. 690
(f) No settlement or agreement resolving a complaint of 691
discriminatory practice between an employer and a current or past 692
employee or job applicant shall: (1) Prohibit, prevent or otherwise 693
restrict the right of such current or past employee or job applicant from 694
obtaining future employment with the employer or any parent 695
company, subsidiary, division, affiliate or contractor of the employer, or 696
(2) include a prohibition on disparagement or disclosure by such 697
employee as a condition for employment, continued employment, 698
promotion, compensation or benefit or as a condition for resolving or 699
investigating a complaint of discrimination. 700
(g) No settlement or agreement between an employer and a current 701
or past employee shall restrict such employee from filing a complaint 702
with the Equal Employment Opportunity Commission, with the 703
Commission on Human Rights and Opportunities, or, in state or federal 704
court, testifying or otherwise participating in a state or federal agency 705
investigation related to a claim of discrimination or otherwise pursuing 706
such employee's rights under state or federal discrimination laws. 707
Sec. 11. Subsection (c) of section 10a-55c of the general statutes is 708 Substitute Bill No. 5
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repealed and the following is substituted in lieu thereof (Effective October 709
1, 2022): 710
(c) For purposes of this section "sexual harassment" means with 711
respect to an individual enrolled at an institution of higher education, 712
any unwelcome sexual advances or requests for sexual favors or any 713
conduct of a sexual nature by an agent or employee of an institution of 714
higher education when (1) submission to such conduct is made either 715
explicitly or implicitly a term or condition of an individual's academic 716
success, (2) submission to or rejection of such conduct by an individual 717
is used as the basis for educational decisions affecting such individual, 718
or (3) such conduct has the purpose or effect of [substantially] 719
interfering with an individual's academic performance or creating an 720
intimidating or hostile educational environment. 721
Sec. 12. Subdivision (5) of subsection (a) of section 31-40y of the 722
general statutes is repealed and the following is substituted in lieu 723
thereof (Effective October 1, 2022): 724
(5) "Sexual harassment" means any unwelcome sexual advances, 725
requests for sexual favors or any other conduct of a sexual nature when 726
(A) submission to such conduct is made either explicitly or implicitly a 727
term or condition of an intern's internship; (B) submission to or rejection 728
of such conduct by an intern or an individual seeking an internship is 729
used as the basis for workplace decisions affecting such intern or 730
individual; or (C) such conduct has the purpose or effect of 731
[substantially] interfering with an intern's work performance or creating 732
an intimidating, hostile or offensive working environment. 733
Sec. 13. Section 46a-58 of the general statutes is repealed and the 734
following is substituted in lieu thereof (Effective October 1, 2022): 735
(a) It shall be a discriminatory practice in violation of this section for 736
any person to subject, or cause to be subjected, any other person to the 737
deprivation of any rights, privileges or immunities, secured or protected 738
by the Constitution or laws of this state or of the United States, on 739 Substitute Bill No. 5
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account of religion, national origin, alienage, color, race, sex, gender 740
identity or expression, sexual orientation, blindness, mental disability, 741
physical disability, [or] status as a veteran or status as a victim of family 742
violence. 743
(b) Any person who intentionally desecrates any public property, 744
monument or structure, or any religious object, symbol or house of 745
religious worship, or any cemetery, or any private structure not owned 746
by such person, shall be in violation of subsection (a) of this section. For 747
the purposes of this subsection, "desecrate" means to mar, deface or 748
damage as a demonstration of irreverence or contempt. 749
(c) Any person who places a burning cross or a simulation thereof on 750
any public property, or on any private property without the written 751
consent of the owner, and with intent to intimidate or harass any other 752
person or group of persons, shall be in violation of subsection (a) of this 753
section. 754
(d) Any person who places a noose or a simulation thereof on any 755
public property, or on any private property without the written consent 756
of the owner, and with intent to intimidate or harass any other person 757
on account of religion, national origin, alienage, color, race, sex, gender 758
identity or expression, sexual orientation, blindness, mental disability, 759
physical disability, [or] status as a veteran or status as a victim of family 760
violence, shall be in violation of subsection (a) of this section. 761
(e) (1) Except as provided in subdivision (2) of this subsection, any 762
person who violates any provision of this section shall be guilty of a 763
class A misdemeanor and shall be fined not less than one thousand 764
dollars, except that if property is damaged as a consequence of such 765
violation in an amount in excess of one thousand dollars, such person 766
shall be guilty of a class D felony and shall be fined not less than one 767
thousand dollars. 768
(2) Any person who violates the provisions of this section by 769
intentionally desecrating a house of religious worship (A) shall be guilty 770 Substitute Bill No. 5
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of a class D felony and shall be fined not less than one thousand dollars 771
if property is damaged as a consequence of such violation in an amount 772
up to and including ten thousand dollars, and (B) shall be guilty of a 773
class C felony and shall be fined not less than three thousand dollars if 774
the property damaged as a consequence of such violation is in an 775
amount in excess of ten thousand dollars. 776
(3) The minimum amount of any fine imposed by the provisions of 777
this section may not be remitted or reduced by the court unless the court 778
states on the record its reasons for remitting or reducing such fine. 779
(4) The court may order restitution for any victim of a violation of this 780
section pursuant to subsection (c) of section 53a-28. 781
Sec. 14. Subsection (a) of section 46a-59 of the general statutes is 782
repealed and the following is substituted in lieu thereof (Effective October 783
1, 2022): 784
(a) It shall be a discriminatory practice in violation of this section for 785
any association, board or other organization the principal purpose of 786
which is the furtherance of the professional or occupational interests of 787
its members, whose profession, trade or occupation requires a state 788
license, to refuse to accept a person as a member of such association, 789
board or organization because of his race, national origin, creed, sex, 790
gender identity or expression, color, [or] status as a veteran or status as 791
a victim of family violence. 792
Sec. 15. Subsection (a) of section 46a-64 of the general statutes is 793
repealed and the following is substituted in lieu thereof (Effective October 794
1, 2022): 795
(a) It shall be a discriminatory practice in violation of this section: (1) 796
To deny any person within the jurisdiction of this state full and equal 797
accommodations in any place of public accommodation, resort or 798
amusement because of race, creed, color, national origin, ancestry, sex, 799
gender identity or expression, marital status, age, lawful source of 800
income, intellectual disability, mental disability, physical disability, 801 Substitute Bill No. 5
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including, but not limited to, blindness or deafness, [or] status as a 802
veteran or status as a victim of family violence, of the applicant, subject 803
only to the conditions and limitations established by law and applicable 804
alike to all persons; (2) to discriminate, segregate or separate on account 805
of race, creed, color, national origin, ancestry, sex, gender identity or 806
expression, marital status, age, lawful source of income, intellectual 807
disability, mental disability, learning disability, physical disability, 808
including, but not limited to, blindness or deafness, [or] status as a 809
veteran or status as a victim of family violence; (3) for a place of public 810
accommodation, resort or amusement to restrict or limit the right of a 811
mother to breast-feed her child; (4) for a place of public accommodation, 812
resort or amusement to fail or refuse to post a notice, in a conspicuous 813
place, that any blind, deaf or mobility impaired person, accompanied by 814
his guide dog wearing a harness or an orange-colored leash and collar, 815
may enter such premises or facilities; or (5) to deny any blind, deaf or 816
mobility impaired person or any person training a dog as a guide dog 817
for a blind person or a dog to assist a deaf or mobility impaired person, 818
accompanied by his guide dog or assistance dog, full and equal access 819
to any place of public accommodation, resort or amusement. Any blind, 820
deaf or mobility impaired person or any person training a dog as a guide 821
dog for a blind person or a dog to assist a deaf or mobility impaired 822
person may keep his guide dog or assistance dog with him at all times 823
in such place of public accommodation, resort or amusement at no extra 824
charge, provided the dog wears a harness or an orange-colored leash 825
and collar and is in the direct custody of such person. The blind, deaf or 826
mobility impaired person or person training a dog as a guide dog for a 827
blind person or a dog to assist a deaf or mobility impaired person shall 828
be liable for any damage done to the premises or facilities by his dog. 829
For purposes of this subdivision, "guide dog" or "assistance dog" 830
includes a dog being trained as a guide dog or assistance dog and 831
"person training a dog as a guide dog for a blind person or a dog to assist 832
a deaf or mobility impaired person" means a person who is employed 833
by and authorized to engage in designated training activities by a guide 834
dog organization or assistance dog organization that complies with the 835
criteria for membership in a professional association of guide dog or 836 Substitute Bill No. 5
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assistance dog schools and who carries photographic identification 837
indicating such employment and authorization. 838
Sec. 16. Subdivision (1) of subsection (a) of section 46a-64c of the 839
general statutes is repealed and the following is substituted in lieu 840
thereof (Effective October 1, 2022) 841
(1) To refuse to sell or rent after the making of a bona fide offer, or to 842
refuse to negotiate for the sale or rental of, or otherwise make 843
unavailable or deny, a dwelling to any person because of race, creed, 844
color, national origin, ancestry, sex, gender identity or expression, 845
marital status, age, lawful source of income, familial status, [or] status 846
as a veteran or status as a victim of family violence. 847
Sec. 17. Subsection (a) of section 46a-66 of the general statutes is 848
repealed and the following is substituted in lieu thereof (Effective October 849
1, 2022): 850
(a) It shall be a discriminatory practice in violation of this section for 851
any creditor to discriminate on the basis of sex, gender identity or 852
expression, age, race, color, religious creed, national origin, ancestry, 853
marital status, intellectual disability, learning disability, blindness, 854
physical disability, [or] status as a veteran or status as a victim of 855
domestic violence against any person eighteen years of age or over in 856
any credit transaction. 857
Sec. 18. Subsection (a) of section 46a-70 of the general statutes is 858
repealed and the following is substituted in lieu thereof (Effective October 859
1, 2022): 860
(a) State officials and supervisory personnel shall recruit, appoint, 861
assign, train, evaluate and promote state personnel on the basis of merit 862
and qualifications, without regard for race, color, religious creed, sex, 863
gender identity or expression, marital status, age, national origin, 864
ancestry, status as a veteran, status as a victim of family violence, 865
intellectual disability, mental disability, learning disability or physical 866
disability, including, but not limited to, blindness, unless it is shown by 867 Substitute Bill No. 5
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such state officials or supervisory personnel that such disability 868
prevents performance of the work involved. 869
Sec. 19. Subsection (a) of section 46a-71 of the general statutes is 870
repealed and the following is substituted in lieu thereof (Effective October 871
1, 2022): 872
(a) All services of every state agency shall be performed without 873
discrimination based upon race, color, religious creed, sex, gender 874
identity or expression, marital status, age, national origin, ancestry, 875
intellectual disability, mental disability, learning disability, physical 876
disability, including, but not limited to, blindness, [or] status as a 877
veteran or status as a victim of family violence. 878
Sec. 20. Subsection (b) of section 46a-72 of the general statutes is 879
repealed and the following is substituted in lieu thereof (Effective October 880
1, 2022): 881
(b) Any job request indicating an intention to exclude any person 882
because of race, color, religious creed, sex, gender identity or expression, 883
marital status, age, national origin, ancestry, status as a veteran, status 884
as a victim of family violence, intellectual disability, mental disability, 885
learning disability or physical disability, including, but not limited to, 886
blindness, shall be rejected, unless it is shown by such public or private 887
employers that such disability prevents performance of the work 888
involved. 889
Sec. 21. Subsection (a) of section 46a-73 of the general statutes is 890
repealed and the following is substituted in lieu thereof (Effective October 891
1, 2022): 892
(a) No state department, board or agency may grant, deny or revoke 893
the license or charter of any person on the grounds of race, color, 894
religious creed, sex, gender identity or expression, marital status, age, 895
national origin, ancestry, status as a veteran, status as a victim of family 896
violence, intellectual disability, mental disability, learning disability or 897
physical disability, including, but not limited to, blindness, unless it is 898 Substitute Bill No. 5
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shown by such state department, board or agency that such disability 899
prevents performance of the work involved. 900
Sec. 22. Subsection (a) of section 46a-75 of the general statutes is 901
repealed and the following is substituted in lieu thereof (Effective October 902
1, 2022): 903
(a) All educational, counseling, and vocational guidance programs 904
and all apprenticeship and on-the-job training programs of state 905
agencies, or in which state agencies participate, shall be open to all 906
qualified persons, without regard to race, color, religious creed, sex, 907
gender identity or expression, marital status, age, national origin, 908
ancestry, intellectual disability, mental disability, learning disability, 909
physical disability, including, but not limited to, blindness, [or] status 910
as a veteran or status as a victim of family violence. 911
Sec. 23. Subsection (a) of section 46a-76 of the general statutes is 912
repealed and the following is substituted in lieu thereof (Effective October 913
1, 2022): 914
(a) Race, color, religious creed, sex, gender identity or expression, 915
marital status, age, national origin, ancestry, intellectual disability, 916
mental disability, learning disability, physical disability, including, but 917
not limited to, blindness, [or] status as a veteran or status as a victim of 918
family violence, shall not be considered as limiting factors in state-919
administered programs involving the distribution of funds to qualify 920
applicants for benefits authorized by law. 921
Sec. 24. Subdivision (1) of subsection (a) of section 4a-60 of the 2022 922
supplement to the general statutes is repealed and the following is 923
substituted in lieu thereof (Effective October 1, 2022): 924
(1) The contractor agrees and warrants that in the performance of the 925
contract such contractor will not discriminate or permit discrimination 926
against any person or group of persons on the grounds of race, color, 927
religious creed, age, marital status, national origin, ancestry, sex, gender 928
identity or expression, status as a veteran, intellectual disability, mental 929 Substitute Bill No. 5
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disability or physical disability, including, but not limited to, blindness, 930
unless it is shown by such contractor that such disability prevents 931
performance of the work involved, in any manner prohibited by the 932
laws of the United States or of the state of Connecticut; and the 933
contractor further agrees to take affirmative action to ensure that 934
applicants with job-related qualifications are employed and that 935
employees are treated when employed without regard to their race, 936
color, religious creed, age, marital status, national origin, ancestry, sex, 937
gender identity or expression, status as a veteran, status as a victim of 938
family violence, intellectual disability, mental disability or physical 939
disability, including, but not limited to, blindness, unless it is shown by 940
such contractor that such disability prevents performance of the work 941
involved; 942
Sec. 25. Subsection (c) of section 10a-55x of the 2022 supplement to 943
the general statutes is repealed and the following is substituted in lieu 944
thereof (Effective October 1, 2022): 945
(c) Each institution of higher education shall ensure that every 946
member of the campus mental health coalition is educated about the (1) 947
mental health services and programs offered at each campus by such 948
institution, (2) role and function of the campus mental health coalition 949
at such institution, and (3) protocols and techniques to respond to 950
student mental illness that have been developed with consideration 951
given to the students' race, cultural background, sexual orientation, 952
gender identity, religion, socio-economic status or status as a veteran, 953
status as a victim of family violence or service member of the armed 954
forces of the United States. 955
Sec. 26. (Effective July 1, 2022) The sum of one million four hundred 956
forty thousand dollars is appropriated to the Department of Social 957
Services from the General Fund, for the fiscal year ending June 30, 2023, 958
for domestic violence child and family advocates at domestic violence 959
agencies, as defined in section 52-146k of the general statutes. 960
Sec. 27. (Effective July 1, 2022) The sum of one million four hundred 961 Substitute Bill No. 5
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forty thousand dollars appropriated in section 26 of this act to the 962
Department of Social Services, for the fiscal year ending June 30, 2023, 963
shall be made available for domestic violence child and family 964
advocates at domestic violence agencies, as defined in section 52-146k 965
of the general statutes, whose purpose shall be to provide trauma-966
informed services to children and families experiencing domestic 967
violence. For purposes of this section, "trauma-informed services" 968
means services directed by a thorough understanding of the 969
neurological, biological, psychological and social effects of trauma and 970
violence on a person. 971
This act shall take effect as follows and shall amend the following
sections:
Section 1 October 1, 2022 New section
Sec. 2 October 1, 2022 New section
Sec. 3 October 1, 2022 New section
Sec. 4 October 1, 2022 New section
Sec. 5 from passage New section
Sec. 6 July 1, 2022 New section
Sec. 7 October 1, 2022 46a-51(10)
Sec. 8 October 1, 2022 46a-54
Sec. 9 October 1, 2022 46a-56(a)
Sec. 10 October 1, 2022 46a-60
Sec. 11 October 1, 2022 10a-55c(c)
Sec. 12 October 1, 2022 31-40y(a)(5)
Sec. 13 October 1, 2022 46a-58
Sec. 14 October 1, 2022 46a-59(a)
Sec. 15 October 1, 2022 46a-64(a)
Sec. 16 October 1, 2022 46a-64c(a)(1)
Sec. 17 October 1, 2022 46a-66(a)
Sec. 18 October 1, 2022 46a-70(a)
Sec. 19 October 1, 2022 46a-71(a)
Sec. 20 October 1, 2022 46a-72(b)
Sec. 21 October 1, 2022 46a-73(a)
Sec. 22 October 1, 2022 46a-75(a)
Sec. 23 October 1, 2022 46a-76(a)
Sec. 24 October 1, 2022 4a-60(a)(1)
Sec. 25 October 1, 2022 10a-55x(c) Substitute Bill No. 5
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Sec. 26 July 1, 2022 New section
Sec. 27 July 1, 2022 New section
Statement of Legislative Commissioners:
The provisions of Section 1(d) were redrafted for clarity; in Section 2(b),
the phrase "or an equivalent identification number for a foreign user"
was added for consistency with the provisions of Section 1 of the bill,
and in Section 10(g), "Equal Opportunity Employment Commission"
was changed to "Equal Employment Opportunity Commission" for
accuracy.
JUD Joint Favorable Subst.