Substitute House Bill No. 6273 modifies Section 31-40z of the general statutes to enhance transparency in wage disclosure by employers. Effective from October 1, 2023, the bill requires employers to disclose the wage or wage range and a general description of benefits for each job, promotion, transfer, or other employment opportunity in every public and internal posting. Employers must also provide this information upon request to job applicants and annually to employees. The bill prohibits employers from asking about a prospective employee's wage history unless it is voluntarily disclosed and from retaliating against employees for discussing wages or exercising their rights under this section. It introduces legal consequences for employers who violate these provisions, including compensatory damages, attorney's fees, punitive damages, and other court-deemed relief, with a two-year statute of limitations for bringing an action.

The bill further clarifies that the breadth of the wage range provided by an employer is a factor in determining whether the range has been set in good faith and that the provisions apply to jobs that will be performed in the state or remotely but require reporting to a location in the state. It expands protections for job applicants and employees, prohibiting employers from refusing to hire, promote, or employ, as well as from disciplining or retaliating against individuals who exercise their rights under the wage disclosure law. In cases of violation, courts are required to award statutory damages between $1,000 and $10,000 if that amount exceeds the compensatory damages. The bill's fiscal impact statement indicates no anticipated fiscal impact to the state or municipalities, and it has received a Joint Favorable report from the Labor and Public Employees Committee.

Statutes affected:
Committee Bill: 31-40z
LAB Joint Favorable: 31-40z
File No. 482: 31-40z