Connecticut Layoff laws & HR compliance analysis

Connecticut Layoff: What you need to know

Connecticut's requirements are in addition to the requirements of the federal Worker Adjustment and Retraining Notification Act (WARN Act).
The WARN Act imposes restrictions on the way layoffs are handled. It is designed to give employees advance notice of a layoff in order to find another job or to seek retraining in a new occupation and to give the state adequate preparation to assist the affected workers.
A comprehensive discussion of the WARN Act is available.
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Mandatory health insurance coverage. Connecticut law requires any business that has employed 100 or more employees in the year before relocation or closing to continue existing group health insurance coverage for affected employees for 120 days or until they become eligible for other group coverage (CT Gen. Stat. Sec. 31-51o).
The statute does not apply to employees who choose to continue their employment with the employer at its new location. The 120-day continuation period is required regardless of where the policy is delivered.
Applicable COBRA regulations still apply, commencing at the end of the 120-day period. .
A collective bargaining agreement that contains provisions requiring the employer to pay for the continuation of existing group health insurance for affected employees in the event of a relocation or closing supersedes the requirements of the statute. The statute does not apply to political subdivisions of the state and agricultural and construction enterprises.
Paychecks. Connecticut law requires employers to pay in full all unpaid wages to an employee who is laid off no later than the next regular payday (Conn. Gen. Stat. 31-71c). However, it is customary when employees are laid off to give them their up-to-date paychecks at ...

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