Connecticut Government Contractors laws & HR compliance analysis

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.).
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