Connecticut has enacted legislation (Senate Bill 163) that prohibits employers from disciplining employees for refusing to attend an employer-sponsored meeting concerning religious or political matters. Senate Bill 163 takes effect July 1, 2022. Notably, the law’s definition of political matters includes organized labor.
The details:
Under the law, employers are prohibited from disciplining or threatening to discipline an employee for their refusal to:
- Attend an employer-sponsored meeting that has the primary purpose of communicating the employer's opinion concerning religious or political matters; or
- Listen to speech or view a communication that has the primary purpose of communicating the employer's opinion concerning religious or political matters.
The law defines political matters as those relating to elections for political office, political parties, proposals to change legislation, proposals to change regulation and the decision to join or support any political party or political, civic, community, fraternal or labor organization.
Under the law, religious matters are defined as those relating to religious affiliation and practice and the decision to join or support any religious organization or association.
Note: Existing law already prohibited employers from disciplining employees for exercising their rights guaranteed by the first amendment to the U.S. Constitution or section 3, 4 or 14 of article first of the state Constitution, provided such activity doesn’t substantially or materially interfere with the employee's bona fide job performance or the working relationship between the employee and the employer. Senate Bill 163 amends this provision to also expressly prohibit employers from threatening to discipline employees for exercising such rights.
Exceptions:
The law doesn’t prohibit:
- Employers from communicating to employees any information that the employer is required by law to communicate, but only to the extent of such legal requirement.
- Employers from communicating to employees any information that is necessary for such employees to perform their job duties.
- Casual conversations between employees or between an employee and an agent, representative or designee of an employer, provided participation in such conversations isn’t required; or
- A requirement limited to the employer's managerial and supervisory employees.
Next steps:
- Ensure policies and practices comply with Senate Bill 163.
- Train supervisors on the new law.