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OLR Bill Analysis
sSB 5 (File 516, as amended by House “A” and Senate “A”)*
AN ACT CONCERNING ONLINE DATING OPERATORS, ONLINE
CHILD GROOMING AND HARASSMENT, DOMESTIC VIOLENCE
TRAINING AND PROTECTIONS FOR VICTIMS OF FAMILY
VIOLENCE AND DOMESTIC VIOLENCE.
TABLE OF CONTENTS:
SUMMARY
§§ 1-5 — ONLINE DATING SERVICES
Requires online dating operators offering services in Connecticut to provide Connecticut
users safety awareness notifications (e.g., whether the operator conducts criminal
background screenings) before allowing them to use their online dating platforms and
authorizes the DCP commissioner to penalize violators up to $25,000 per violation
§ 6 — ONLINE ABUSE PREVENTION GRANT PROGRAM
Creates a grant program, administered by DESPP, to prevent online abuse and provide
educational and training opportunities to inform people about identifying, reporting,
responding to, and avoiding online abuse
§ 7 — APPLICATION OF ANTIDISCRIMINATION LAWS TO
EMPLOYERS WITH ONE OR TWO EMPLOYEES
Subjects employers with one or two employees to the antidiscrimination laws, including
those that prohibit discriminatory employment practices or workplace sexual harassment
§§ 7 & 10-21 — DOMESTIC VIOLENCE VICTIMS AS A PROTECTED
CLASS UNDER ANTI-DISCRIMINATION LAWS
Prohibits discrimination on the basis of someone's status as a domestic violence victim in
employment, public accommodations, housing, the granting of credit, and other laws over
which the CHRO has jurisdiction; authorizes such a victim aggrieved by an alleged
discriminatory practice to file discrimination complaints with CHRO
§§ 8 & 9 — DOMESTIC VIOLENCE TRAINING AND INFORMATION
FOR EMPLOYEES
Requires state agencies, within available appropriations, to provide a one-hour minimum
training and education on domestic violence and victim resources; requires employers
with three or more employees to post similar information in an accessible location
§ 22 — CHRO LEGAL COUNSEL
Eliminates requirements that a CHRO legal counsel serve as a supervising attorney and
that the CHRO executive director assign commission legal counsel through the
supervising attorney
§ 23 — DSS FUNDING 2022SB-00005-R02-BA.DOCX
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Requires DSS to make $1.44 million available to domestic violence child and family
advocates at domestic violence agencies for trauma-informed services
SUMMARY
This bill addresses several different subjects, including online dating,
domestic violence training, employment discrimination and workplace
sexual harassment, and anti-discrimination protections for domestic
violence victims.
Among other things, the bill does the following:
1. requires online dating operators offering services in Connecticut
to provide Connecticut users with safety awareness notifications
before allowing them to use their online dating platforms (§§ 1-
5);
2. sets up a grant program administered by the Department of
Emergency Services and Public Protection (DESPP) to provide
education and training on online abuse (§ 6);
3. extends anti-discrimination statutes to cover (a) people working
for an employer with one or two employees and (b) elected and
appointed officials for a governmental body (§ 7);
4. prohibits discriminatory practices based on someone’s status as
a domestic violence victim (§§ 7 & 10-21);
5. requires state agencies to provide domestic violence training and
certain employers to post related information (§§ 8 & 9);
6. eliminates requirements concerning a Commission on Human
Rights and Opportunities (CHRO) supervising attorney (§ 22);
and
7. requires the Department of Social Services (DSS) to make $1.44
million available for advocates at domestic violence agencies to
provide trauma-informed services (§ 23). 2022SB-00005-R02-BA.DOCX
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*Senate Amendment “A” strikes the underlying bill and replaces it
with similar provisions. In doing so, it makes changes to the underlying
bill, such as (1) requiring online dating operators to provide Connecticut
users with safety awareness notifications instead of conducting user
verifications, (2) applying the underlying bill’s antidiscrimination
protections to victims of domestic violence rather than family violence,
and (3) extending antidiscrimination protections to elected and
appointed officials. It adds the provisions on CHRO’s supervising
attorney. It also removes provisions on (1) impermissible settlement
terms and certain defenses against an employment discrimination
claim, (2) affirmative actions in public contracts, and (3) campus mental
health coalitions.
*House Amendment “A” eliminates provisions from the underlying
bill that would have (1) created a working group to make
recommendations on criminalizing “child grooming” (e.g., inducing a
child for sexual exploitation); (2) broadened the definition of workplace
sexual harassment; and (3) prohibited someone from asserting, as a
defense to an employment discrimination complaint, that the conduct
was not severe or pervasive.
EFFECTIVE DATE: October 1, 2022, except that the (1) DESPP grant
program (§ 6) and DSS funding (§ 23) provisions are effective July 1,
2022; and (2) domestic violence training (§ 8) and CHRO supervising
attorney changes (§ 22) are effective upon passage.
§§ 1-5 — ONLINE DATING SERVICES
Requires online dating operators offering services in Connecticut to provide Connecticut
users safety awareness notifications (e.g., whether the operator conducts criminal
background screenings) before allowing them to use their online dating platforms and
authorizes the DCP commissioner to penalize violators up to $25,000 per violation
Affected Online Dating Operators and Users (§ 1)
The bill imposes its notification requirements on “online dating
operators,” defined as anyone who operates a software application (e.g.,
presumably, an online dating platform) designed to facilitate online
dating. An “online dating platform” is a digital service designed to
allow users to interact through the internet to initiate relationships with
other individuals for the purpose of romance, sex, or marriage (i.e., 2022SB-00005-R02-BA.DOCX
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“online dating”).
Under the bill, a “Connecticut user” is a user (i.e., someone who uses
an online dating operator’s service) who (1) provides a Connecticut
home address or zip code when registering with an online dating
operator or (2) is known or determined by an online dating operator, or
its online dating platform, to be in Connecticut at the time of
registration.
Criminal Background Screening Notification (§§ 1 & 2)
The bill establishes criminal background screening notifications that
online dating operators must provide their Connecticut users. The
notifications differ depending on whether the operator conducts such a
screening.
Under the bill, a “criminal background screening” is a name search
for an individual’s history of criminal convictions that is conducted by
searching (1) an available and regularly updated government public
record database that in the aggregate provides national coverage for
searching an individual’s history of criminal convictions or (2) a
regularly updated database maintained by a private vendor that
provides national coverage for searching an individual’s history of
criminal convictions and sexual offender registries. A “criminal
conviction” is a conviction for a state or federal crime.
Screening Not Conducted. If an online dating operator does not
conduct a criminal background screening on each user, then the
operator must, before permitting a Connecticut user to communicate
through its online dating platform with another user, provide the
Connecticut user with a clear and conspicuous notification that the
online dating operator does not conduct a criminal background
screening on each user.
Screening Conducted. If an online dating operator offers services to
Connecticut residents and conducts a criminal background screening on
each user, then the operator must, before allowing a Connecticut user to
communicate through its platform with another user, provide the 2022SB-00005-R02-BA.DOCX
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Connecticut user a clear and conspicuous notification indicating that the
operator conducts a criminal background screening on each user. The
notification must include a statement of whether the platform excludes
an individual who is identified as having a criminal conviction and a
statement that a criminal background screening may (1) be inaccurate
or incomplete, (2) give a user a false sense of security, and (3) be
circumvented by an individual who has a criminal history. The bill also
requires this notification be included on the operator’s online dating
platform.
Safety Awareness Notification (§ 3)
The bill requires online dating operators that offer services to
Connecticut residents to provide a safety awareness notification clearly
and conspicuously on its online dating platform to all Connecticut users.
The notification must include a list of safety measures reasonably
designed to increase awareness of safer online dating practices. It must
also include the following statements in substantially similar form:
1. “Use caution when communicating with a stranger who wants to
meet you.”
2. “You should not include your last name, electronic mail address,
home address, phone number or any other identifying
information in your online dating profile or electronic mail
messages or communications until you feel comfortable with the
other user. Stop communicating with anyone who pressures you
for personal or financial information or attempts in any way to
coerce you into revealing such information.”
3. “If you choose to have a face-to-face meeting with another user
who you met on the online dating platform, tell a family member
or friend where you will be meeting and when you will return.
You should not agree to be picked up at your home. Always
provide your own transportation to and from your date and meet
in a public place with many people around.”
4. “Anyone who is able to commit identity theft can also falsify a 2022SB-00005-R02-BA.DOCX
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dating profile.”
Notification Timing and Communication Mode (§ 4)
The bill requires an online dating operator to communicate the
required notifications when a Connecticut user registers with it by
email, text message, push notification, inbox message, or in-product
message.
The bill specifies that the communication must not address matters
other than the criminal background screening notification and the safety
awareness notification. Additionally, if the means of communication is
character limited, the bill allows the online dating operator to include
the full content of the information by linking to a separate website.
However, the website may only address the required notifications.
Investigations and Penalties for Violations (§ 5)
The bill authorizes the Department of Consumer Protection (DCP) to
penalize violators by (1) issuing fines up to $25,000 per violation, (2)
accepting an offer in compromise, or (3) taking other actions allowed
under law or regulations. DCP may take these actions if an online dating
operator fails to comply with the bill’s provisions.
The bill also allows the commissioner or her designee to (1) conduct
investigations and hold hearings on any issue related to the online
operator provisions and (2) issue subpoenas, administer oaths, compel
testimony, and order the production of books, records, and documents.
Under the bill, if anyone refuses to appear, testify, or produce any
book, record, or document when ordered to, then the commissioner or
her designee may apply to Superior Court for an appropriate
enforcement order.
Additionally, the bill authorizes the attorney general, at the request
of the commissioner or his designee, to apply to Superior Court in the
name of the state for an order to restrain and enjoin anyone from
violating the bill’s provisions on online operators.
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§ 6 — ONLINE ABUSE PREVENTION GRANT PROGRAM
Creates a grant program, administered by DESPP, to prevent online abuse and provide
educational and training opportunities to inform people about identifying, reporting,
responding to, and avoiding online abuse
Administration and Purpose
The bill establishes a grant program to be administered by DESPP, in
consultation with the State-Wide Hate Crimes Advisory Council, to
provide educational and training opportunities to (1) prevent online
abuse and (2) inform people about identifying, reporting, responding to,
and avoiding online abuse. Under the bill, “online abuse” means the
following acts, when conducted using any interactive computer service:
1. speech or conduct motivated by hatred, prejudice, or bigotry
towards a person or group based on the person’s actual or
perceived religion, national origin, alienage, color, race, sex,
gender identity or expression, sexual orientation, or disability;
2. harassment, stalking, swatting, or doxing (i.e., publicly revealing
previously private personal information about someone, usually
via the internet); or
3. an assault.
Requests for Proposals From Eligible Entities
Each fiscal year, within three months after receiving funds from the
state, DESPP must issue a request for proposals (RFP) from eligible
entities. Under the bill, an “eligible entity” must be located in
Connecticut and may be any of the following or any entity operating
under them:
1. local or regional school districts,
2. historical societies,
3. tax-exempt entities registered with the Office of the Secretary of
the State,
4. government agencies, 2022SB-00005-R02-BA.DOCX
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5. constituent units of the state higher education system, or
6. public libraries.
Each RFP response must specify:
1. the types of online abuse that the eligible entity proposes to
address, which must conform to the program’s purpose;
2. the methods used to achieve the program’s goals;
3. the entity’s other specific goals;
4. the target audience of the training and information that the entity
would provide;
5. whether the entity is replicating a program found to have a high
likelihood of success as determined by a cost-benefit analysis in
a peer reviewed academic journal; and
6. the amount of matching funds the entity will contribute, if any.
Grant Awards
The bill authorizes DESPP to award grants for any programming or
service that prevents online abuse or furthers the other program goals,
including training teachers or school professionals, archiving, public
murals, curriculum development, and marketing.
It allows eligible entities to use awarded funds collectively, including
regionally, through coordinated efforts and conferences that achieve the
program’s goals.
The bill limits the total grant amount that DESPP may award an
eligible entity to a maximum of $30,000 during any fiscal year.
§ 7 — APPLICATION OF ANTIDISCRIMINATION LAWS TO
EMPLOYERS WITH ONE OR TWO EMPLOYEES
Subjects employers with one or two employees to the antidiscrimination laws, including
those that prohibit discriminatory employment practices or workplace sexual harassment
Under the current human rights and opportunities laws, “employer” 2022SB-00005-R02-BA.DOCX
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means the state and all its political subdivisions and any person or
employer with at least three employees. The bill lowers the number of
employees an employer must have to be subject to these laws to one or
more instead of three or more.
In doing so, it subjects employers with one or two employees to the
antidiscrimination laws under the CHRO statutes, including those that
prohibit (1) discriminatory employment practices (such as those
described under § 10 below) and (2) workplace sexual harassment.
These laws also impose certain duties on the employer, such as the duty
to provide reasonable accommodation to an employee who is pregnant,
unless doing so would be an undue hardship.
Under the bill, employers with one or two employees are no longer
exempt from liability for employment discrimination based on any of
the protected classes. The bill gives these employees the right to file a
complaint with CHRO claiming to be aggrieved by an employer’s
alleged discriminatory practice, as employees of employers with three
or more employees may do under existing law.
Existing law requires employers with three or more employees to
post certain notices and provide training and education on the illegality
of workplace sexual harassment. The bill generally subjects employers
with one or two employees to these requirements, but existing law
already requires them to provide training and education to their
supervisory employees. By law, an employer who fails to post the
required notices, or provide the required training and education, must
be fined up to $750.
As under existing law for other size employers, under the bill, if an
employee of an employer with one or two employees refuses or
threatens to refuse to comply with the employment discrimination
prohibitions, the employer may file a written complaint under oath
asking CHRO for assistance by conciliation or other remedial action.
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§§ 7 & 10-21 — DOMESTIC VIOLENCE VICTIMS AS A PROTECTED
CLASS UNDER ANTI-DISCRIMINATION LAWS
Prohibits discrimination on the basis of someone's status as a domestic violence victim in
employment, public accommodations, housing, the granting of credit, and other laws over
which the CHRO has jurisdiction; authorizes such a victim aggrieved by an alleged
discriminatory practice to file discrimination complaints with CHRO
The bill prohibits various forms of discrimination based on
someone’s status as a domestic violence victim, such as in employment,
public accommodations, housing sales or rentals, granting credit, and
several other areas. In several cases, it classifies discrimination on this
basis as a “discriminatory practice” under the CHRO laws. By doing so,
the act allows individuals aggrieved by these violations or CHRO itself
to file a complaint with CHRO alleging discrimination.
Domestic Violence Defined (§ 7)
For purposes of the CHRO laws the bill applies a general definition
for the term “domestic violence.”
Under the bill, “domestic violence” generally means the following:
1. a continuous threat of present physical pain or physical injury
against a family or household member;
2. stalking, including 2nd degree stalking, of a family or household
member;
3. a pattern of threatening, including 2nd degree threatening, of a
family or household member or a third party that intimidates the
family or household member; or
4. coercive control of a family or household member, which is a
pattern of behavior that in purpose or effect unreasonably
interferes with a person’s free will and personal liberty (CGS §
46b-1(b)).
General Anti-Discriminatory Provision and Deprivation of Rights
(§ 11)
Under existing law, it is a discriminatory practice to deprive someone
of any rights, privileges, or immunities secured or protected by 2022SB-00005-R02-BA.DOCX
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Connecticut or federal laws or constitutions, or cause such a
deprivation, because of religion, national origin, alienage, color, race,
sex, gender identity or expression, sexual orientation, blindness, mental
or physical disability, or status as a veteran. The bill adds status as a
domestic violence victim to this list.
Under existing law, it is a crime to place a noose or simulation of one
on public property, or on private property without the written consent
of the owner, and with the intent to harass someone because of any
protected class listed above. The bill adds “domestic violence victim” to
the list of protected classes.
By law, violation of these provisions is generally a class A
misdemeanor; but, if the violation results in property damage above
$1,000, then it is a class D felony. In either case, there is a minimum
$1,000 fine unless the court states on the record its reasons for reducing
it. A class A misdemeanor is punishable by up to 364 days in prison; a
class D felony is punishable by up to five years in prison.
Employment Discrimination (§ 10)
The bill prohibits an employer or employer’s agent, unless there is a
bona fide occupational qualification or need, from (1) refusing to hire or
employ someone; (2) barring or discharging someone from
employment; or (3) discriminating against someone in pay or in
employment terms, conditions, or privileges because the person is a
domestic violence victim. This prohibition applies to all employers,
public or private, and all employees except those employed by their
parents, spouse, or children.
The bill also prohibits the following kinds of employment
discrimination based on domestic violence victim status:
1. employers refusing to provide a reasonable accommodation to an
employee whom the employer knows is a victim of domestic
violence unless the absence would cause an undue hardship (see
below);
2. employment agencies failing or refusing to classify properly or 2022SB-00005-R02-BA.DOCX
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refer for employment or otherwise discriminating against
someone except in the case of a bona fide occupational
qualification or need;
3. labor organizations excluding someone from full membership
rights, expelling a member, or discriminating in any way against
a member, employer, or employee unless the action is due to a
bona fide occupational qualification;
4. employers, employment agencies, labor organizations, or anyone
else taking adverse action against someone because he or she
opposed a discriminatory employment practice, brought a
complaint, or testified or assisted someone else in a complaint
proceeding;
5. any person aiding, abetting, inciting, compelling, or coercing
someone to commit a discriminatory employment practice or
attempting to do so; and
6. employers, employment agencies, labor organizations, or anyone
else advertising employment opportunities in a way that restricts
employment and therefore discriminates except when involving
a bona fide occupational qualification or need.
Reasonable Leave of Absence. Under the bill, it is a discriminatory
practice for an employer or the employer’s agent to deny an employee
a reasonable leave of absence for the employee to do the following:
1. seek attention for injuries caused by domestic violence, including
for a child who is a domestic violence victim, so long the
employee is not the perpetrator against the child;
2. obtain services, including safety planning, from a domestic
violence agency or rape crisis center;
3. obtain psychological counseling, including for a child, so long as
the employee is not the perpetrator against the child;
4. take other actions to increase safety from future incidents, 2022SB-00005-R02-BA.DOCX
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including temporary or permanent relocation; or
5. obtain legal services, assist in the offense’s prosecution, or
otherwise participate in related legal proceedings.
The bill requires an employee who is absent from work under these
circumstances to provide a certification to the employer, upon request,
within a reasonable time after the absence. The certification must be one
of the following:
1. a police report indicating that the employee or the employee’s
child was a domestic violence victim,
2. a court order protecting or separating the employee or
employee’s child from the perpetrator,
3. other evidence from the court or prosecutor that the employee
appeared in court, or
4. documentation from a medical professional or a domestic
violence counselor, or other health care provider, that the
employee or employee’s child was receiving services, counseling,
or treatment for physical or mental injuries or abuse resulting in
victimization from domestic violence.
Under the bill, if an employee has a physical or mental disability
resulting from a domestic violence incident, then the employee must be
treated the same as employees with other disabilities.
The bill also requires employers, to the extent allowed by law, to
maintain the confidentiality of any information about an employee’s
status as a domestic violence victim.
Public Accommodations (§ 13)
The bill prohibits anyone from denying someone, based on his or her
status as a domestic violence victim, full and equal accommodations in
any public establishment (i.e., one that caters to or offers its services,
facilities, or goods to the general public), including any commercial
property or building lot on which a commercial building will be built or 2022SB-00005-R02-BA.DOCX
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offered for sale or rent, subject to lawful conditions and limitations that
apply alike to everyone. It further prohibits discriminating, segregating,
or separating people based on their domestic violence victim status.
Violations are punishable as a class D misdemeanor, subject to a fine of
up to $250, up to 30 days’ imprisonment, or both.
Housing (§ 14)
The bill prohibits anyone from refusing to sell or rent after a person
makes a bona fide offer; refusing to negotiate for the sale or rental of a
dwelling; or otherwise denying or making a dwelling unavailable to
someone based on their status as a domestic violence victim.
A violation is a class D misdemeanor, punishable by up to 30 days in
prison, a fine of up to $250, or both.
This prohibition does not apply to either of the following if the owner
maintains his or her residence there: (1) renting a room or rooms in a
single-family home or (2) a unit in a two-family home.
Credit (§ 15)
The bill prohibits a creditor from discriminating against an adult in a
credit transaction based on the person’s status as a domestic violence
victim.
Other Areas Subject to CHRO's Jurisdiction (§§ 12 & 16-21)
The bill authorizes CHRO to investigate claims of discrimination
based on a person’s status as a domestic violence victim under other
laws over which CHRO has jurisdiction. Specifically, the bill does the
following:
1. subjects any professional or trade association, board, or other
similar organization whose profession, trade, or occupation
requires a state license, to a fine of $100 to $500 for denying
someone membership because of his or her status as a domestic
violence victim (§ 12);
2. requires state officials and supervisory personnel to recruit,
appoint, assign, train, evaluate, and promote state personnel on 2022SB-00005-R02-BA.DOCX
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the basis of merit and qualifications, without regard for their
status as a domestic violence victim (§ 16);
3. requires state agency services to be performed without
discrimination based on a person’s status as a domestic violence
victim (§ 17);
4. requires any state agency that provides employment referrals or
placement services to public or private employers to reject any
job request that indicates an intention to exclude anyone based
on his or her status as a domestic violence victim (§ 18);
5. prohibits state departments, boards, or agencies from granting,
denying, or revoking a person’s license or charter on the grounds
that he or she is a domestic violence victim (§ 19);
6. requires all educational, counseling, and vocational guidance
programs and all apprenticeship and on-the-job training
programs of state agencies, or in which they participate, to be
open to all qualified people, without regard for domestic violence
victim status (§ 20); and
7. prohibits a person’s status as a domestic violence victim from
being a limiting factor in state-administered programs involving
the distribution of funds to qualified applicants for benefits
authorized by law; and prohibits the state from giving financial
assistance to public agencies, private institutions, or other
organizations that discriminate on this basis (§ 21).
§§ 8 & 9 — DOMESTIC VIOLENCE TRAINING AND INFORMATION
FOR EMPLOYEES
Requires state agencies, within available appropriations, to provide a one-hour minimum
training and education on domestic violence and victim resources; requires employers
with three or more employees to post similar information in an accessible location
State Agencies (§§ 8 & 9)
The bill authorizes CHRO to require that all state agencies provide at
least one hour of training and education on domestic violence and the
resources available to victims. The training must be given to employees
hired (1) before January 1, 2023, by July 1, 2023, and (2) on or after 2022SB-00005-R02-BA.DOCX
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January 1, 2023, within six months after their date of hire.
Under the bill, this training and education for state employees must
be provided within available appropriations using CHRO’s training and
education materials (see below). It must include information on (1)
domestic violence, abuser, and victim behaviors; (2) how domestic
violence may impact the workplace; and (3) the resources available to
victims.
The bill requires CHRO, in conjunction with domestic violence victim
advocacy organizations, to develop the following:
1. a link with information on domestic violence and available
resources for victims and include it on the commission’s website
and
2. an online training and education video or other interactive
method of training and education that meets the requirements
above and make them available to each state agency at no cost.
Employers With Three or More Employees (§ 8)
The bill also allows CHRO to require employers with three or more
employees to post, in a prominent and accessible location, information
on domestic violence and the resources available to such victims in
Connecticut.
§ 22 — CHRO LEGAL COUNSEL
Eliminates requirements that a CHRO legal counsel serve as a supervising attorney and
that the CHRO executive director assign commission legal counsel through the
supervising attorney
Under current law, (1) one CHRO legal counsel must serve as a
supervising attorney and (2) when CHRO’s executive director assigns
commission legal counsel in certain actions, she must do so through the
supervising attorney. This applies when she assigns commission legal
counsel to do the following:
1. represent the commission in any proceeding where a state agency
or officer is an adversary party and other matters that the
commission and the attorney general jointly prescribe; 2022SB-00005-R02-BA.DOCX
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2. represent the commission in any hearing or appeal on complaints
by an employee of a state or quasi-public agency or large state
contractor that action has been threatened or occurred in
retaliation for whistleblowing; and
3. bring a civil action about an alleged discriminatory practice.
In these cases, the bill eliminates the requirement that the executive
director assign commission legal counsel through the supervising
attorney. It also eliminates the requirement that one CHRO legal counsel
serve as a supervising attorney.
§ 23 — DSS FUNDING
Requires DSS to make $1.44 million available to domestic violence child and family
advocates at domestic violence agencies for trauma-informed services
For FY 23, the bill requires DSS to make $1.44 million available to
domestic violence child and family advocates at domestic violence
agencies for providing trauma-informed services to children and
families experiencing domestic violence.
Under the bill, a “domestic violence agency” is any office, shelter,
host home, or agency that meets DSS's service provision criteria and
helps domestic violence victims through crisis intervention, emergency
shelter referral, and medical and legal advocacy.
“Trauma-informed services” are services directed by a thorough
understanding of the neurological, biological, psychological, and social
effects of trauma and violence on someone.
COMMITTEE ACTION
Judiciary Committee
Joint Favorable Substitute
Yea 36 Nay 3 (03/31/2022)
Appropriations Committee
Joint Favorable
Yea 50 Nay 0 (04/22/2022)