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Connecticut Government Contractors: What you need to know

Employers with 50 or more employees awarded state public works contracts of $50,000 or more must develop and submit an affirmative action plan for approval by the Connecticut Commission on Human Rights and Opportunities (CHRO). When the CHRO approves an affirmative action plan, it issues a certificate of compliance to the contractor. The certificate is valid for 2 years, but it may be revoked by the CHRO if the contractor does not implement its affirmative action plan. Failure to develop an affirmative action plan will cause the contractor to be barred from bidding on future contracts until an approved plan is in place.
If a contractor has a collective bargaining agreement with a labor union, it must notify the union of its affirmative action commitment. A contractor must also post a notice of its commitment in job advertisements and in a conspicuous place in the workplace where employees and applicants will see it.
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Contractors on public works projects of $500,000 or more must have an affirmative action plan approved after a bid has been accepted, but before the contract is awarded. Public works contractors must also agree to make good-faith efforts to use minority business enterprises as subcontractors and material suppliers on public works projects.
All public works contractors and subcontractors must file compliance reports with the CHRO regarding employment policies, programs, and statistics (CT Gen. Stat. Sec. 46a-68bet seq.).
For more information on doing business with the state of Connecticut,

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Affirmative Action Webinar Recording
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BLR Webinar: "OFCCP: Increased Enforcement Means Heightened Scrutiny; How To Prepare for the Spotlight""
The New EEO-1 Report: 5 Steps to Ensure Compliance: Special Report - Download
This special report will ensure compliance with the new changes on the EEO form. The report focuses on the critical steps employers should take. Download now."
The Dodd-Frank Act of 2010 Webinar Recording
BLR Webinar: "The Dodd-Frank Act of 2010: What Employers Must Know—and Do—To Comply With This Sweeping New Legislation""
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BLR Webinar: "Off the Clock? How To Determine When Time Worked Is Compensable Under Federal Law""
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We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


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