AN ACT CONCERNING AUTOMATED DECISION SYSTEMS PROTECTIONS FOR EMPLOYEES.

LCO 1 of 30

General Assembly Substitute Bill No. 435
February Session, 2026

AN ACT CONCERNING AUTOMATED DECISION SYSTEMS
PROTECTIONS FOR EMPLOYEES.
Be it enacted by the Senate and House of Representatives in General
Assembly convened:

Section 1. (NEW) (Effective October 1, 2026) As used in this section and 1
sections 2 to 13, inclusive, of this act: 2
(1) "Automated employment -related decision process" (A) means a 3
computational process that makes, assists in making or is used in the 4
course of making an employment -related decision, (B) includes, but is 5
not limited to, a computational process that (i) uses a computer -based 6
assessment or test to (I) make a predictive assessment concerning an 7
applicant for employment or employee, (II) measure the skills, dexterity, 8
reaction time or any other ability or characteristic of an applicant for 9
employment or employee, (III) measure the personality traits, aptitude, 10
attitude or cultural fit of an applicant for employment or employee, or 11
(IV) screen, evaluate, categorize or recommend an applicant for 12
employment or employee, (ii) directs job advertisements or other 13
recruiting materials to targeted groups, (iii) screens resumes for 14
particular terms or patterns, (iv) analyzes a facial expression, word 15
choice or voice captured during an online interview, or (v) analyzes data 16
acquired from a third party concerning an applicant for employment or 17
an employee, and (C) does not include any word processing, 18
spreadsheet, map navigation, web hosting, domain registration, 19
Substitute Bill No. 435

LCO 2 of 30

networking, caching, Internet web site loading, data storage, firewall, 20
anti-virus, anti -malware, spam and robocall filtering, spellchecking, 21
calculator, database or similar software or technology insofar as such 22
software or technology does not make an employment-related decision; 23
(2) "Deploy" means to put an automated employment -related 24
decision process into use; 25
(3) "Deployer" means a person doing business in the state that 26
deploys an automated employment-related decision process in the state; 27
(4) "Developer" means a person doing business in the state that 28
develops, or intentionally and substantially modifies, an automated 29
employment-related decision process; 30
(5) "Employment-related decision" (A) means a decision regarding a 31
term or condition of employment, and (B) includes, but is not limited to, 32
(i) the decision to hire, promote or terminate an applicant for 33
employment or employee, (ii) decisions related to compensation, 34
scheduling, assigning duties, productivity monitoring, workplace 35
surveillance or performance evaluations of an applicant for 36
employment or employee, and (iii) any other decision affecting the 37
rights, benefits or obligations of an applicant for employment or 38
employee; 39
(6) "Person" means an individual, association, corporation, limited 40
liability company, partnership, trust or other legal entity; 41
(7) "Substantial factor" (A) means a factor that assists in making, and 42
is capable of altering the outcome of, an employment -related decision 43
concerning an individual in the state, and (B) includes, but is not limited 44
to, any use of an automated employment -related decision process to 45
generate any content, decision, prediction or recommendation 46
concerning an individual in the state that is used as a basis to make an 47
employment-related decision concerning such individual; and 48
(8) "Trade secret" has the same meaning as provided in section 35 -51 49
Substitute Bill No. 435

LCO 3 of 30

of the general statutes. 50
Sec. 2. (NEW) ( Effective October 1, 2026 ) (a) Except as provided in 51
subsection (b) of this section, the developer of an automated 52
employment-related decision process that is deployed in the state shall 53
provide to the deployer of such automated employment -related 54
decision process all information that such deployer requires to perform 55
such deployer's duties under sections 3 to 6, inclusive, of this act. 56
(b) The developer of an automated employment -related decision 57
process may enter into a contract with a deployer of the automated 58
employment-related decision process to assume the deployer's duties 59
under sections 3 to 6, inclusive, of this act. The contract shall be binding 60
and clearly set forth which of the deployer's duties under sections 3 to 61
6, inclusive, of this act the developer has assumed. No provision of such 62
contract that waives or releases liability assigned under subsection (b) 63
of section 12 of this act shall be enforceable. 64
Sec. 3. (NEW) ( Effective October 1, 2026 ) Except as provided in 65
subsection (b) of section 2 of this act, a deployer that deploys an 66
automated employment -related decision process that is intended to 67
interact with an applicant for employment or employee in the state shall 68
ensure that it is disclosed to each such applicant or employee who 69
interacts with such process that such applicant or employee is 70
interacting with an automated employment-related decision process. 71
Sec. 4. (NEW) ( Effective October 1, 2026 ) Except as provided in 72
subsection (b) of section 2 of this act, prior to collecting any personal 73
data of an applicant for employment or employee in the state for 74
processing in an automated employment -related decision process, a 75
deployer shall provide to such applicant or employee a written notice 76
disclosing: 77
(1) The purpose of such data collection; 78
(2) The categories of personal data that will be collected for 79
processing in such automated employment-related decision process; 80
Substitute Bill No. 435

LCO 4 of 30

(3) The retention period for any personal data collected; 81
(4) The categories of persons who will have access to such personal 82
data; and 83
(5) Information concerning the right, under subparagraph (C) of 84
subdivision (5) of subsection (a) of section 42-518 of the general statutes, 85
to opt out of the processing of personal data for the purposes set forth 86
in said subparagraph. 87
Sec. 5. (NEW) ( Effective October 1, 2026 ) (a) Except as provided in 88
subsection (b) of section 2 of this act, a deployer that has deployed an 89
automated employment -related decision process to make, or be a 90
substantial factor in making, an employment-related decision 91
concerning an applicant for employment or employee in the state shall, 92
before such employment-related decision is made, provide to such 93
applicant or employee a written notice disclosing: 94
(1) That the deployer has deployed an automated employment -95
related decision process; 96
(2) The purpose of the automated employment -related decision 97
process and the nature of such employment-related decision; 98
(3) Information concerning the right, under subparagraph (C) of 99
subdivision (5) of subsection (a) of section 42-518 of the general statutes, 100
to opt out of the processing of personal data for the purposes set forth 101
in said subparagraph; 102
(4) Contact information for the deployer; 103
(5) The availability of human review pursuant to section 7 of this act; 104
(6) Information concerning how such applicant or employee may 105
request a revaluation of any employment -related decision made in 106
whole or in part by such automated employment -related decision 107
process; 108
Substitute Bill No. 435

LCO 5 of 30

(7) A link to the summary of the most recent bias audit required 109
pursuant to section 8 of this act; and 110
(8) Information concerning how to request additional documentation 111
or information about such automated employment -related decision 112
process. 113
(b) A deployer that is required to provide a written notice pursuant 114
to subsection (a) of this section shall establish a process in which an 115
applicant or employee may request a reevaluation of any employment -116
related decision made in whole or in part by an automated employment-117
related decision process. 118
Sec. 6. (NEW) ( Effective October 1, 2026 ) (a) Except as provided in 119
subsection (b) of section 2 of this act, a deployer that has deployed an 120
automated employment -related decision process to make, or be a 121
substantial factor in making, an employment-related decision 122
concerning an applicant for employment or employee in the state shall, 123
if such employment-related decision is adverse to such applicant or 124
employee, provide to such applicant or employee: 125
(1) A high-level statement disclosing the principal reason or reasons 126
for such adverse employment-related decision, including, but not 127
limited to, (A) the degree to which, and manner in which, the automated 128
employment-related decision process contributed to such adverse 129
employment-related decision, (B) the type of data that were processed 130
by such automated employment-related decision process in making, or 131
as a substantial factor in making, such adverse employment-related 132
decision, and (C) the source of the data described in subparagraph (B) 133
of this subdivision; 134
(2) An opportunity to (A) examine the data the automated 135
employment-related decision process processed in making, or as a 136
substantial factor in making, such adverse employment-related 137
decision, (B) correct any incorrect data described in subparagraph (A) of 138
this subdivision, and (C) appeal such adverse employment-related 139
decision. Such appeal shall allow for human review; and 140
Substitute Bill No. 435

LCO 6 of 30

(3) Upon request by such applicant or employee, or such applicant or 141
employee's representative, a copy of the most recent bias audit required 142
pursuant to section 8 of this act. 143
(b) A deployer that is required to provide a high -level statement to 144
an applicant for employment or employee in the state pursuant to 145
subdivision (1) of subsection (a) of this section shall provide such 146
statement: 147
(1) Directly to such applicant or employee; 148
(2) In plain language; 149
(3) In all languages in which such deployer, in the ordinary course of 150
such deployer's business, provides contracts, disclaimers, sales 151
announcements and other information to persons in the state; and 152
(4) In a format that is accessible to individuals with disabilities. 153
Sec. 7. (NEW) ( Effective October 1, 2026 ) (a) For the purposes of this 154
section "human review" means a review conducted by a qualified 155
individual who (1) has the authority to make or change an employment-156
related decision, (2) is given appropriate training in order to understand 157
the capabilities, limitations and risks of the automated employment -158
related decision process, including, but not limited to, patterns of bias, 159
disparate impact and data quality issues, and (3) does not rely solely on 160
the content, decision, prediction or recommendation generated by the 161
automated employment -related decision process in making a final or 162
determinative employment-related decision. 163
(b) (1) A deployer that has deployed an automated employment -164
related decision process in making, or as a substantial factor in making, 165
an employment -related decision concerning an applicant for 166
employment or employee in the state shall implement human review 167
over such automated employment -related decision process by 168
providing for sufficient time to review the (A) content, decisions, 169
predictions or recommendations generated by the automated 170
Substitute Bill No. 435

LCO 7 of 30

employment-related decision process, (B) data upon which such 171
content, decisions, predictions or recommendations are based, and (C) 172
any other information relevant to such content, decision, prediction or 173
recommendation in order to confirm the accuracy of data processed by 174
such automated employment -related decision process and, when 175
appropriate, modify or veto any such content, decision, prediction or 176
recommendation generated by such automated decision -making 177
process prior to any adverse employment-related decision. 178
(2) A deployer shall (A) establish procedures necessary to pause, 179
correct or reverse erroneous or harmful content, decision, prediction or 180
recommendation generated by an automated employment -related 181
decision process, and (B) establish and maintain logs listing all human 182
review reports and any intervention taken by an individual conducting 183
such human review. 184
(c) No automated employment-related decision process shall be used 185
by a deployer in making any employment -related decision without 186
human review over such employment-related decision. 187
Sec. 8. (NEW) ( Effective October 1, 2026 ) (a) (1) Prior to deploying an 188
automated employment -related decision process, and annually 189
thereafter, a deployer shall contract with an independent auditor to 190
complete a bias audit. Such bias audit shall be done not later than one 191
year prior to the date the deployer intends to deploy such automated 192
employment-related decision process. 193
(2) Each bias audit conducted pursuant to this subsection shall: 194
(A) Evaluate the automated employment -related decision process 195
performance and error rates across relevant subgroups; 196
(B) Assess disparate impact caused by the automated employment -197
related decision process against protected classes; 198
(C) Examine the sources of data processed by the automated 199
employment-related decision process and quality of content, decisions, 200
Substitute Bill No. 435

LCO 8 of 30

predictions or recommendations generated by the automated 201
employment-related decision process; 202
(D) Evaluate the effects of any thresholds, scoring or ranking criteria 203
utilized by the automated employment-related decision process; and 204
(E) Test for less discriminatory alternatives or adjustments to such 205
automated employment-related decision process. 206
(3) No deployer shall contract with an independent auditor who (A) 207
has a financial or operational interest in the deployer or developer of the 208
automated employment -related decision process, or (B) has not been 209
approved by the Labor Commissioner pursuant to subsection (b) of this 210
section. 211
(b) The Labor Commissioner shall establish and implement an 212
approval process of independent auditors to conduct bias audits 213
pursuant to subsection (a) of this section and shall maintain a registry of 214
independent auditors approved by such process. 215
(c) Not later than thirty days after completing a bias audit pursuant 216
to subsection (a) of this section, the deployer shall (1) in a form and 217
manner prescribed by the Labor Commissioner, file a bias audit report 218
and a plain -language summary of such report with the commissioner, 219
and (2) publish a plain -language summary of such audit report on the 220
deployer's Internet web site in a conspicuous place accessible to 221
applicants for employment and employees. Such summary shall include 222
(A) the methodology used in such bias audit, (B) the key findings and 223
identified risks found by such bias audit, and (C) any corrective actions 224
taken by the deployer. 225
(d) No automated employment -related decision process shall be 226
deployed or continue to be deployed by a deployer if the most recent 227
bias audit conducted pursuant to subsection (a) of this section identified 228
any disparate impact caused by such automated employment -related 229
decision process, except where the deployer can demonstrate such 230
deployer has implemented corrective actions approved by the Labor 231
Substitute Bill No. 435

LCO 9 of 30

Commissioner. 232
(e) Each deployer shall maintain records relating to bias audits 233
required pursuant to subsection (a) of this section for a period of not less 234
than five years and shall make such records available to the Labor 235
Commissioner upon request. 236
(f) The Labor Commissioner may issue an order suspending the use 237
of any automated employment-related decision process by a deployer 238
that violates the provisions of this section. 239
(g) The Labor Commissioner may adopt regulations, in accordance 240
with the provisions of chapter 54 of the general statutes, necessary to 241
carry out the purposes of this section, including, but not limited to, 242
establishing minimum qualifications for independent auditors and 243
methodologic requirements for bias audits required pursuant to 244
subsection (a) of this section and shall define the terms "relevant 245
subgroups", "disparate impact" and "protected classes" on or before 246
January 1, 2027. 247
Sec. 9. (NEW) ( Effective October 1, 2026 ) No employer, deployer, 248
developer, labor organization or any other person shall discharge or in 249
any manner discriminate or retaliate against, any applicant for 250
employment or employee because such applicant or employee: 251
(1) Filed a complaint, provided information or otherwise assisted in 252
an investigation or proceeding concerning any alleged violation of 253
sections 3 to 8, inclusive, of this act; 254
(2) Objected to or refused to participate in any activity that such 255
applicant or employee reasonably believed to be in violation of sections 256
3 to 8, inclusive, of this act; or 257
(3) Exercised any rights granted under the provisions of sections 3 to 258
8, inclusive of this act. 259
Sec. 10. (NEW) (Effective October 1, 2026) (a) No provision of sections 260
2 to 8, inclusive, of this act shall be construed to require any person to 261
Substitute Bill No. 435

LCO 10 of 30

disclose any information that is a trade secret or otherwise protected 262
from disclosure under state or federal law. 263
(b) If a person withholds any information under subsection (a) of this 264
section, the person shall send a notice to the person from whom such 265
information is being withheld. Such notice shall disclose (1) that such 266
person is withholding such information, and (2) the basis for such 267
person's decision to withhold such information. 268
(c) Nothing in this section shall be construed to allow any person to 269
withhold information necessary for an applicant or employee to exercise 270
such applicant or employee's rights granted under the provisions of 271
sections 3 to 8, inclusive, of this act. 272
Sec. 11. (NEW) ( Effective October 1, 2026 ) Any violation of the 273
provisions of sections 3 to 8, inclusive, of this act shall constitute an 274
unfair or deceptive trade practice for the purposes of subsection (a) of 275
section 42-110b of the general statutes and shall be enforced solely by 276
the Attorney General. The provisions of section 42 -110g of the general 277
statutes shall not apply to any such violation. 278
Sec. 12. (NEW) (Effective October 1, 2026) (a) An applicant or employee 279
aggrieved by a violation of sections 3 to 9, inclusive, of this act, or an 280
employee organization on behalf of an aggrieved applicant or 281
employee, may bring a civil action in the Superior Court to recover 282
damages and for such declaratory, injunctive or other equitable relief as 283
the court deems appropriate, including, but not limited to, suspension 284
of the use of any automated employment -related decision process. The 285
court may award such applicant or employee costs and reasonable 286
attorney's fees. 287
(b) A deployer of an automated employment-related decision process 288
that violates the provisions of sections 3 to 9, inclusive, of this act, and 289
the developer of such automated employment-related decision process, 290
shall be jointly and severally liable under this section. 291
Sec. 13. (NEW) ( Effective October 1, 2026 ) Where an applicant for 292
Substitute Bill No. 435

LCO 11 of 30

employment or employee is represented by an employee organization, 293
a deployer shall provide written notice to such employee organization 294
prior to any testing, deployment or material modification of an 295
automated employment-related decision process. 296
Sec. 14. Section 4a -2e of the general statutes is repealed and the 297
following is substituted in lieu thereof (Effective October 1, 2026): 298
(a) For the purposes of this section: 299
(1) "Artificial intelligence" means (A) an artificial system that (i) 300
performs tasks under varying and unpredictable circumstances without 301
significant human oversight or can learn from experience and improve 302
such performance when exposed to data sets, (ii) is developed in any 303
context, including, but not limited to, software or physical hardware, 304
and solves tasks requiring human-like perception, cognition, planning, 305
learning, communication or physical action, or (iii) is designed to (I) 306
think or act like a human, including, but not limited to, a cognitive 307
architecture or neural network, or (II) act rationally, including, but not 308
limited to, an intelligent software agent or embodied robot that achieves 309
goals using perception, planning, reasoning, learning, communication, 310
decision-making or action, or (B) a set of techniques, including, but not 311
limited to, machine learning, that is designed to approximate a cognitive 312
task; and 313
(2) "State agency" has the same meaning as provided in section 4d-1. 314
(b) (1) Not later than December 31, [2023] 2025, and annually 315
thereafter, the Department of Administrative Services shall conduct an 316
inventory of all systems that employ artificial intelligence and are in use 317
by any state agency. Each such inventory shall include at least the 318
following information for each such system: 319
(A) The name of such system and the vendor, if any, that provided 320
such system; 321
(B) A description of the general capabilities and uses of such system; 322
Substitute Bill No. 435

LCO 12 of 30

(C) Whether such system was used to independently make, inform or 323
materially support a conclusion, decision or judgment; [and] 324
(D) Whether such system underwent an impact assessment prior to 325
implementation; 326
(E) The date of the last impact assessment; 327
(F) Whether such system has access to personally identifiable 328
information of individuals in the state; 329
(G) The cost of time savings provided by such system; and 330
(H) The potential risks of such system toward individuals in the state, 331
communities and state employees. 332
(2) The Department of Administrative Services shall make each 333
inventory conducted pursuant to subdivision (1) of this subsection 334
publicly available on the state's open data portal. 335
(c) Beginning on February 1, 2024, the Department of Administrative 336
Services shall perform ongoing assessments of systems that employ 337
artificial intelligence and are in use by state agencies to ensure that no 338
such system shall result in any unlawful discrimination or disparate 339
impact described in subparagraph (B) of subdivision (1) of subsection 340
(b) of section 4 -68jj. The department shall perform such assessment in 341
accordance with the policies and procedures established by the Office of 342
Policy and Management pursuant to subsection (b) of section 4-68jj. 343
Sec. 15. (NEW) (Effective October 1, 2026) (a) As used in this section: 344
(1) "Artificial intelligence technology" means a computer system, 345
application or other product that uses or incorporates one or more forms 346
of artificial intelligence; and 347
(2) "State agency" has the same meaning as provided in section 1 -79 348
of the general statutes. 349
(b) (1) No state agency, or any entity acting on behalf of a state 350
Substitute Bill No. 435

LCO 13 of 30

agency, shall, directly or indirectly, utilize or apply any artificial 351
intelligence technology in performing any function that (A) is related to 352
the delivery of any public assistance benefit to individuals in the state 353
by such agency, or (B) will have a material impact on the rights, civil 354
liberties, safety or welfare of individuals in the state, unless such 355
utilization or application is specifically authorized by law. 356
(2) No state agency shall authorize any procurement, purchase or 357
acquisition of any artificial intelligence technology, except where the use 358
of such system is specifically authorized by law. 359
(3) If a state agency is authorized to procure, purchase or acquire an 360
artificial intelligence technology, the state agency shall contract with an 361
independent auditor to complete a bias audit pursuant to subsection (a) 362
of section 8 of this act. 363
(c) Any bias audit completed pursuant to subdivision (3) of 364
subsection (b) of this section shall be submitted to the Commissioner of 365
Administrative Services, in a form and manner prescribed by the 366
commissioner, and posted on the agency's Internet web site not later 367
than sixty days prior to deployment of such artificial intelligence 368
technology. Any agency may redact any data in such impact statement 369
to remove personally identifiable information of any individual. 370
Sec. 16. Subsection (a) of section 7 -468 of the general statutes is 371
repealed and the following is substituted in lieu thereof (Effective October 372
1, 2026): 373
(a) Employees shall have, and shall be protected in the exercise of, the 374
right of self -organization, to form, join or assist any employee 375
organization, to bargain collectively through representatives of their 376
own choosing on questions of wages, hours and other conditions of 377
employment, including, but not limited to, the use of artificial 378
intelligence technology by an employer and to engage in other 379
concerted activities for the purpose of collective bargaining or other 380
mutual aid or protection, free from actual interference, restraint or 381
coercion. For purposes of this subsection, "artificial intelligence 382
Substitute Bill No. 435

LCO 14 of 30

technology" has the same meaning as provided in section 15 of this act. 383
Sec. 17. Subsection (a) of section 5 -271 of the general statutes is 384
repealed and the following is substituted in lieu thereof (Effective October 385
1, 2026): 386
(a) Employees shall have, and shall be protected in the exercise of the 387
right of self -organization, to form, join or assist any employee 388
organization, to bargain collectively through representatives of their 389
own choosing on questions of wages, hours , the use of artificial 390
intelligence technology by an employer and other conditions of 391
employment, except as provided in subsection (d) of section 5 -272, and 392
to engage in other concerted activities for the purpose of collective 393
bargaining or other mutual aid or protection, free from actual 394
interference, restraint or coercion. For purposes of this subsection, 395
"artificial intelligence technology" has the same meaning as provided in 396
section 15 of this act. 397
Sec. 18. Subsection (a) of section 10 -153a of the general statutes is 398
repealed and the following is substituted in lieu thereof (Effective October 399
1, 2026): 400
(a) Members of the teaching profession shall have and shall be 401
protected in the exercise of the right to form, join or assist, or refuse to 402
form, join or assist, any organization for professional or economic 403
improvement and to negotiate in good faith through representatives of 404
their own choosing with respect to salaries, hours , the use of artificial 405
intelligence technology by a board of education and other conditions of 406
employment free from interference, restraint, coercion or discriminatory 407
practices by any employing board of education or administrative agents 408
or representatives thereof in derogation of the rights guaranteed by this 409
section and sections 10 -153b to 10-153n, inclusive. For purposes of this 410
subsection "artificial intelligence technology" has the same meaning as 411
provided in section 15 of this act. 412
Sec. 19. Section 5 -270 of the general statutes is repealed and the 413
following is substituted in lieu thereof (Effective October 1, 2026): 414
Substitute Bill No. 435

LCO 15 of 30

When used in sections 5-270 to 5-280, inclusive, as amended by this 415
act, and section 20 of this act: 416
(a) "Employer" means the state of Connecticut, its executive and 417
judicial branches, including, without limitation, any board, department, 418
commission, institution, or agency of such branches or any appropriate 419
unit thereof and any board of trustees of a state -owned or supported 420
college or university and branches thereof, public and quasi-public state 421
corporation, or authority established by state law, or any person or 422
persons designated by the employer to act in its interest in dealing with 423
employees, but shall not include the State Board of Labor Relations or 424
the State Board of Mediation and Arbitration. 425
(b) "Employee" means any employee of an employer, whether or not 426
in the classified service of the employer, except elected or appointed 427
officials other than special deputy sheriffs, board and commission 428
members, disability policy specialists assigned to the Council on 429
Developmental Disabilities, managerial employees and confidential 430
employees. 431
(c) "Professional employee" means: (1) Any employee engaged in 432
work (A) predominantly intellectual and varied in character as opposed 433
to routine mental, manual, mechanical or physical work; (B) involving 434
the consistent exercise of discretion and judgment in its performance; 435
(C) of such a character that the output produced or the result 436
accomplished cannot be standardized in relation to a given time period; 437
(D) requiring knowledge of an advanced type in a field of science or 438
learning customarily acquired by a prolonged course of specialized 439
intellectual instruction and study in an institution of higher learning or 440
a hospital, as distinguished from a general academic education or from 441
an apprenticeship or from training in the performance of routine mental, 442
manual or physical processes; or (2) any employee who has completed 443
the courses of specialized intellectual instruction and study described in 444
[subsection (c)(1)(D) ] subparagraph (D) of subdivision (1) of this 445
subsection and is performing related work under the supervision of a 446
professional person to qualify himself to become a professional 447
Substitute Bill No. 435

LCO 16 of 30

employee as defined in [subsection (c)(1) ] subdivision (1) of this 448
subsection. 449
(d) "Employee organization" means any lawful association, labor 450
organization, federation or council having as a primary purpose the 451
improvement of wages, hours and other conditions of employment 452
among state employees. 453
(e) "Confidential employee" means any public employee who would 454
have access to confidential information used in collective bargaining. 455
(f) "Supervisory employee" means any individual in a position in 456
which the principal functions are characterized by not fewer than two 457
of the following: (1) Performing such management control duties as 458
scheduling, assigning, overseeing and reviewing the work of 459
subordinate employees; (2) performing such duties as are distinct and 460
dissimilar from those performed by the employees supervised; (3) 461
exercising judgment in adjusting grievances, applying other established 462
personnel policies and procedures and in enforcing the provisions of a 463
collective bargaining agreement; and (4) establishing or participating in 464
the establishment of performance standards for subordinate employees 465
and taking corrective measures to implement those standards, provided 466
in connection with any of the foregoing the exercise of such authority is 467
not merely of a routine or clerical nature, but requires the use of 468
independent judgment, and such individuals shall be employees within 469
the meaning of subsection (b) of this section. The above criteria for 470
supervisory positions shall not necessarily apply to police or fire 471
departments. 472
(g) "Managerial employee" means any individual in a position in 473
which the principal functions are characterized by not fewer than two 474
of the following, provided for any position in any unit of the system of 475
higher education, one of such two functions shall be as specified in 476
subdivision (4) of this subsection: (1) Responsibility for direction of a 477
subunit or facility of a major division of an agency or assignment to an 478
agency head's staff; (2) development, implementation and evaluation of 479
Substitute Bill No. 435

LCO 17 of 30

goals and objectives consistent with agency mission and policy; (3) 480
participation in the formulation of agency policy; or (4) a major role in 481
the administration of collective bargaining agreements or major 482
personnel decisions, or both, including staffing, hiring, firing, 483
evaluation, promotion and training of employees. 484
(h) "Artificial intelligence technology" has the same meaning as 485
provided in section 15 of this act. 486
Sec. 20. (NEW) (Effective October 1, 2026) During the term of a written 487
collective bargaining agreement entered into by an employer and a 488
designated employee organization in accordance with the provisions of 489
sections 5-270 to 5-280, inclusive, of the general statutes, as amended by 490
this act, no artificial intelligence technology shall be used by or on behalf 491
of the employer in any manner that: 492
(1) Modifies or impairs such agreement in any way, including, but 493
not limited to, any such use that has the effect of modifying or impairing 494
the rights, benefits and privileges accorded to the employee members of 495
the bargaining unit that is represented by such designated employee 496
organization, by, among other things, (A) reducing the wages, fringe 497
benefits or nonovertime hours of such employee members, or (B) 498
assuming the duties and functions of such employee members; 499
(2) Modifies or impairs the designated employee organization's role 500
as the exclusive representative of the bargaining unit for the purposes 501
of such agreement; or 502
(3) Modifies or impairs the relationship between the employer and 503
the designated employee organization with respect to such agreement. 504
Sec. 21. Section 7 -467 of the general statutes is repealed and the 505
following is substituted in lieu thereof (Effective October 1, 2026): 506
When used in sections 7 -467 to 7-477, inclusive, as amended by this 507
act, and section 22 of this act: 508
(1) "Municipal employer" means any political subdivision of the state, 509
Substitute Bill No. 435

LCO 18 of 30

including any town, city, borough, district, district department of 510
health, school board, housing authority or other authority established 511
by law, a private nonprofit corporation which has a valid contract with 512
any town, city, borough or district to extinguish fires and to protect its 513
inhabitants from loss by fire, and any person or persons designated by 514
the municipal employer to act in its interest in dealing with municipal 515
employees; 516
(2) "Employee" means any employee of a municipal employer, 517
whether or not in the classified service of the municipal employer, 518
except elected officials, administrative officials, board and commission 519
members, certified teachers, part -time employees who work less than 520
twenty hours per week on a seasonal basis, department heads and 521
persons in such other positions as may be excluded from coverage 522
under sections 7 -467 to 7 -477, inclusive , as amended by this act , in 523
accordance with subdivision (2) of section 7-471; 524
(3) "Seasonal basis" means working for a period of not more than one 525
hundred twenty calendar days in any calendar year; 526
(4) "Department head" means an employee who heads any 527
department in a municipal organization, has substantial supervisory 528
control of a permanent nature over other municipal employees, and is 529
directly accountable to the board of selectmen of a town, city or borough 530
not having a charter or special act form of government, or to the chief 531
executive officer of any other town, city or borough; 532
(5) "Department" means any major functional division in a municipal 533
organization, notwithstanding the provisions of any charter or special 534
act to the contrary; 535
(6) "Employee organization" means any lawful association, labor 536
organization, federation or council having as a primary purpose the 537
improvement of wages, hours and other conditions of employment 538
among employees of municipal employers; and 539
(7) "Artificial intelligence technology" has the same meaning as 540
Substitute Bill No. 435

LCO 19 of 30

provided in section 15 of this act. 541
Sec. 22. (NEW) (Effective October 1, 2026) During the term of a written 542
collective bargaining agreement entered into by an employer and a 543
designated employee organization in accordance with the provisions of 544
sections 7-467 to 7-477, inclusive, of the general statutes, as amended by 545
this act, no artificial intelligence technology shall be used by or on behalf 546
of the employer in any manner that: 547
(1) Modifies or impairs such agreement in any way, including, but 548
not limited to, any such use that has the effect of modifying or impairing 549
the rights, benefits and privileges accorded to the employee members of 550
the bargaining unit that is represented by such designated employee 551
organization, by, among other things, (A) reducing the wages, fringe 552
benefits or nonovertime hours of such employee members, or (B) 553
assuming the duties and functions of such employee members; 554
(2) Modifies or impairs the designated employee organization's role 555
as the exclusive representative of the bargaining unit for the purposes 556
of such agreement; or 557
(3) Modifies or impairs the relationship between the employer and 558
the designated employee organization with respect to such agreement. 559
Sec. 23. Section 46a-60 of the 2026 supplement to the general statutes 560
is repealed and the following is substituted in lieu thereof (Effective 561
October 1, 2026): 562
(a) As used in this section: 563
(1) "Automated employment-related decision process " (A) means a 564
computational process that makes, assists in making or is used in the 565
course of making a decision regarding a term or condition of 566
employment, (B) includes, but is not limited to, a computational process 567
that (i) uses a computer-based assessment or test to (I) make a predictive 568
assessment concerning an applicant for employment or employee, (II) 569
measure the skills, dexterity, reaction time or any other ability or 570
Substitute Bill No. 435

LCO 20 of 30

characteristic of an applicant for employment or employee, (III) measure 571
the personality traits, aptitude, attitude or cultural fit of an applicant for 572
employment or employee, or (IV) screen, evaluate, categorize or 573
recommend an applicant for employment or employee, (ii) directs job 574
advertisements or other recruiting materials to targeted groups, (iii) 575
screens resumes for particular terms or patterns, (iv) analyzes a facial 576
expression, word choice or voice captured during an online interview, 577
or (v) analyzes data acquired from a third party concerning an applicant 578
for employment or employee, and (C) does not include any word 579
processing, spreadsheet, map navigation, web hosting, domain 580
registration, networking, caching, Internet web site loading, data 581
storage, firewall, anti -virus, anti-malware, spam and robocall filtering, 582
spellchecking, calculator, database or similar software or technology 583
insofar as such software or technology does not make a decision 584
regarding any term or condition of employment; 585
[(1)] (2) "Pregnancy" means pregnancy, childbirth or a related 586
condition, including, but not limited to, lactation; 587
[(2)] (3) "Reasonable accommodation" means, but is not limited to, 588
being permitted to sit while working, more frequent or longer breaks, 589
periodic rest, assistance with manual labor, job restructuring, light duty 590
assignments, modified work schedules, temporary transfers to less 591
strenuous or hazardous work, time off to recover from childbirth or 592
break time and appropriate facilities for expressing breast milk; and 593
[(3)] (4) "Undue hardship" means an action requiring significant 594
difficulty or expense when considered in light of factors such as (A) the 595
nature and cost of the accommodation; (B) the overall financial 596
resources of the employer; (C) the overall size of the business of the 597
employer with respect to the number of employees, and the number, 598
type and location of its facilities; and (D) the effect on expenses and 599
resources or the impact otherwise of such accommodation upon the 600
operation of the employer. 601
(b) It shall be a discriminatory practice in violation of this section: 602
Substitute Bill No. 435

LCO 21 of 30

(1) (A) For an employer, by the employer or the employer's agent, 603
except in the case of a bona fide occupational qualification or need, to 604
refuse to hire or employ or to bar or to discharge from employment any 605
individual or to discriminate against any individual in compensation or 606
in terms, conditions or privileges of employment because of , or to use 607
an automated employment-related decision process in any manner that 608
has the effect of causing the employer to refuse to hire or employ or to 609
bar or to discharge from employment any individual or to discriminate 610
against any individual in compensation or in terms, conditions or 611
privileges of employment on the basis of, the individual's race, color, 612
religious creed, age, sex, gender identity or expression, marital status, 613
national origin, ancestry, present or past history of mental disability, 614
intellectual disability, learning disability, physical disability, including, 615
but not limited to, blindness, status as a veteran, status as a victim of 616
domestic violence, status as a victim of sexual assault or status as a 617
victim of trafficking in persons . [;] In any action for a discriminatory 618
practice in violation of this subparagraph involving an automated 619
employment-related decision process, the commission or the court shall 620
consider any evidence, or lack of evidence, of anti-bias testing or similar 621
proactive efforts to avoid such discriminatory practice, including, but 622
not limited to, the quality, efficacy, recency and scope of such testing or 623
efforts, the results of such testing or efforts and the response thereto. 624
(B) For an employer, by the employer or the employer's agent, to fail 625
to provide to any individual advance written notice disclosing, at a 626
minimum, that an automated employment-related decision process will 627
be used to make, to assist in making or in the course of making a 628
decision to hire or employ or to bar or to discharge from employment, 629
or concerning the compensation or terms, conditions or privileges of 630
employment, of such individual. Such notice shall, at a minimum, 631
disclose the trade name of the automated employment-related decision 632
process and the types and sources of personal information concerning 633
the individual that the automated employment-related decision process 634
will process or analyze. 635
(2) For any employment agency, except in the case of a bona fide 636
Substitute Bill No. 435

LCO 22 of 30

occupational qualification or need, to fail or refuse to classify properly 637
or refer for employment or otherwise to discriminate against any 638
individual because of such individual's race, color, religious creed, age, 639
sex, gender identity or expression, marital status, national origin, 640
ancestry, present or past history of mental disability, intellectual 641
disability, learning disability, physical disability, including, but not 642
limited to, blindness, status as a veteran, status as a victim of domestic 643
violence, status as a victim of sexual assault or status as a victim of 644
trafficking in persons. [;] 645
(3) For a labor organization, because of the race, color, religious creed, 646
age, sex, gender identity or expression, marital status, national origin, 647
ancestry, present or past history of mental disability, intellectual 648
disability, learning disability, physical disability, including, but not 649
limited to, blindness, status as a veteran, status as a victim of domestic 650
violence, status as a victim of sexual assault or status as a victim of 651
trafficking in persons of any individual to exclude from full membership 652
rights or to expel from its membership such individual or to 653
discriminate in any way against any of its members or against any 654
employer or any individual employed by an employer, unless such 655
action is based on a bona fide occupational qualification. [;] 656
(4) For any person, employer, labor organization or employment 657
agency to discharge, expel or otherwise discriminate against any person 658
because such person has opposed any discriminatory employment 659
practice or because such person has filed a complaint or testified or 660
assisted in any proceeding under section 46a-82, 46a-83 or 46a-84. [;] 661
(5) For any person, whether an employer or an employee or not, to 662
aid, abet, incite, compel or coerce the doing of any act declared to be a 663
discriminatory employment practice or to attempt to do so. [;] 664
(6) For any person, employer, employment agency or labor 665
organization, except in the case of a bona fide occupational qualification 666
or need, to advertise employment opportunities in such a manner as to 667
restrict such employment so as to discriminate against individuals 668
Substitute Bill No. 435

LCO 23 of 30

because of their race, color, religious creed, age, sex, gender identity or 669
expression, marital status, national origin, ancestry, present or past 670
history of mental disability, intellectual disability, learning disability, 671
physical disability, including, but not limited to, blindness, status as a 672
veteran, status as a victim of domestic violence, status as a victim of 673
sexual assault or status as a victim of trafficking in persons. [;] 674
(7) For an employer, by the employer or the employer's agent: (A) To 675
terminate a woman's employment because of her pregnancy; (B) to 676
refuse to grant to that employee a reasonable leave of absence for 677
disability resulting from her pregnancy; (C) to deny to that employee, 678
who is disabled as a result of pregnancy, any compensation to which 679
she is entitled as a result of the accumulation of disability or leave 680
benefits accrued pursuant to plans maintained by the employer; (D) to 681
fail or refuse to reinstate the employee to her original job or to an 682
equivalent position with equivalent pay and accumulated seniority, 683
retirement, fringe benefits and other service credits upon her signifying 684
her intent to return unless, in the case of a private employer, the 685
employer's circumstances have so changed as to make it impossible or 686
unreasonable to do so; (E) to limit, segregate or classify the employee in 687
a way that would deprive her of employment opportunities due to her 688
pregnancy; (F) to discriminate against an employee or person seeking 689
employment on the basis of her pregnancy in the terms or conditions of 690
her employment; (G) to fail or refuse to make a reasonable 691
accommodation for an employee or person seeking employment due to 692
her pregnancy, unless the employer can demonstrate that such 693
accommodation would impose an undue hardship on such employer; 694
(H) to deny employment opportunities to an employee or person 695
seeking employment if such denial is due to the employee's request for 696
a reasonable accommodation due to her pregnancy; (I) to force an 697
employee or person seeking employment affected by pregnancy to 698
accept a reasonable accommodation if such employee or person seeking 699
employment (i) does not have a known limitation related to her 700
pregnancy, or (ii) does not require a reasonable accommodation to 701
perform the essential duties related to her employment; (J) to require an 702
Substitute Bill No. 435

LCO 24 of 30

employee to take a leave of absence if a reasonable accommodation can 703
be provided in lieu of such leave; and (K) to retaliate against an 704
employee in the terms, conditions or privileges of her employment 705
based upon such employee's request for a reasonable accommodation . 706
[;] 707
(8) For an employer, by the employer or the employer's agent, for an 708
employment agency, by itself or its agent, or for any labor organization, 709
by itself or its agent, to harass any employee, person seeking 710
employment or member on the basis of sex or gender identity or 711
expression. If an employer takes immediate corrective action in 712
response to an employee's claim of sexual harassment, such corrective 713
action shall not modify the conditions of employment of the employee 714
making the claim of sexual harassment unless such employee agrees, in 715
writing, to any modification in the conditions of employment. 716
"Corrective action" taken by an employer, includes, but is not limited to, 717
employee relocation, assigning an employee to a different work 718
schedule or other substantive changes to an employee's terms and 719
conditions of employment. Notwithstanding an employer's failure to 720
obtain a written agreement from an employee concerning a modification 721
in the conditions of employment, the commission may find that 722
corrective action taken by an employer was reasonable and not of 723
detriment to the complainant based on the evidence presented to the 724
commission by the complainant and respondent. As used in this 725
subdivision, "sexual harassment" means any unwelcome sexual 726
advances or requests for sexual favors or any conduct of a sexual nature 727
when (A) submission to such conduct is made either explicitly or 728
implicitly a term or condition of an individual's employment, (B) 729
submission to or rejection of such conduct by an individual is used as 730
the basis for employment decisions affecting such individual, or (C) 731
such conduct has the purpose or effect of substantially interfering with 732
an individual's work performance or creating an intimidating, hostile or 733
offensive working environment. [;] 734
(9) For an employer, by the employer or the employer's agent, for an 735
employment agency, by itself or its agent, or for any labor organization, 736
Substitute Bill No. 435

LCO 25 of 30

by itself or its agent, to request or require information from an 737
employee, person seeking employment or member relating to the 738
individual's child -bearing age or plans, pregnancy, function of the 739
individual's reproductive system, use of birth control methods, or the 740
individual's familial responsibilities, unless such information is directly 741
related to a bona fide occupational qualification or need, provided an 742
employer, through a physician may request from an employee any such 743
information which is directly related to workplace exposure to 744
substances which may cause birth defects or constitute a hazard to an 745
individual's reproductive system or to a fetus if the employer first 746
informs the employee of the hazards involved in exposure to such 747
substances. [;] 748
(10) For an employer, by the employer or the employer's agent, after 749
informing an employee, pursuant to subdivision (9) of this subsection, 750
of a workplace exposure to substances which may cause birth defects or 751
constitute a hazard to an employee's reproductive system or to a fetus, 752
to fail or refuse, upon the employee's request, to take reasonable 753
measures to protect the employee from the exposure or hazard 754
identified, or to fail or refuse to inform the employee that the measures 755
taken may be the subject of a complaint filed under the provisions of 756
this chapter. Nothing in this subdivision is intended to prohibit an 757
employer from taking reasonable measures to protect an employee from 758
exposure to such substances. For the purpose of this subdivision, 759
"reasonable measures" are those measures which are consistent with 760
business necessity and are least disruptive of the terms and conditions 761
of the employee's employment. [;] 762
(11) For an employer, by the employer or the employer's agent, for an 763
employment agency, by itself or its agent, or for any labor organization, 764
by itself or its agent: (A) To request or require genetic information from 765
an employee, person seeking employment or member, or (B) to 766
discharge, expel or otherwise discriminate against any person on the 767
basis of genetic information. For the purpose of this subdivision, 768
"genetic information" means the information about genes, gene 769
products or inherited characteristics that may derive from an individual 770
Substitute Bill No. 435

LCO 26 of 30

or a family member. [;] 771
(12) For an employer, by the employer or the employer's agent, to 772
request or require a prospective employee's age, date of birth, dates of 773
attendance at or date of graduation from an educational institution on 774
an initial employment application, provided the provisions of this 775
subdivision shall not apply to any employer requesting or requiring 776
such information (A) based on a bona fide occupational qualification or 777
need, or (B) when such information is required to comply with any 778
provision of state or federal law. [; and] 779
(13) (A) For an employer or the employer's agent to deny an employee 780
a reasonable leave of absence in order to: (i) Seek attention for injuries 781
caused by domestic violence, sexual assault or trafficking in persons, 782
including for a child who is a victim of domestic violence, sexual assault 783
or trafficking in persons, provided the employee is not the perpetrator 784
of any act of domestic violence, sexual assault or trafficking in persons 785
committed against a child; (ii) obtain services including safety planning 786
from a domestic violence agency or rape crisis center, as those terms are 787
defined in section 52 -146k, as a result of domestic violence, sexual 788
assault or trafficking in persons; (iii) obtain psychological counseling 789
related to an incident or incidents of domestic violence, sexual assault 790
or trafficking in persons, including for a child who is a victim of 791
domestic violence, sexual assault or trafficking in persons, provided the 792
employee is not the perpetrator of any act of domestic violence, sexual 793
assault or trafficking in persons committed against a child; (iv) take 794
other actions to increase safety from future incidents of domestic 795
violence, sexual assault or trafficking in persons, including temporary 796
or permanent relocation; or (v) obtain legal services, assisting in the 797
prosecution of the offense, or otherwise participate in legal proceedings 798
in relation to the incident or incidents of domestic violence, sexual 799
assault or trafficking in persons. 800
(B) An employee who is absent from work in accordance with the 801
provisions of subparagraph (A) of this subdivision shall, within a 802
reasonable time after the absence, provide a certification to the employer 803
Substitute Bill No. 435

LCO 27 of 30

when requested by the employer. Such certification shall be in the form 804
of: (i) A police report indicating that the employee or the employee's 805
child was a victim of domestic violence, sexual assault or trafficking in 806
persons; (ii) a court order protecting or separating the employee or 807
employee's child from the perpetrator of an act of domestic violence, 808
sexual assault or trafficking in persons; (iii) other evidence from the 809
court or prosecuting attorney that the employee appeared in court; or 810
(iv) documentation from a medical professional, including a domestic 811
violence counselor or sexual assault counselor, as those terms are 812
defined in section 52 -146k, or other health care provider, that the 813
employee or the employee's child was receiving services, counseling or 814
treatment for physical or mental injuries or abuse resulting in 815
victimization from an act of domestic violence, sexual assault or 816
trafficking in persons. 817
(C) Where an employee has a physical or mental disability resulting 818
from an incident or series of incidents of domestic violence, sexual 819
assault or trafficking in persons, such employee shall be treated in the 820
same manner as an employee with any other disability. 821
(D) To the extent permitted by law, employers shall maintain the 822
confidentiality of any information regarding an employee's status as a 823
victim of domestic violence, sexual assault or trafficking in persons. 824
(c) (1) The provisions of this section concerning age shall not apply 825
to: (A) The termination of employment of any person with a contract of 826
unlimited tenure at an independent institution of higher education who 827
is mandatorily retired, on or before July 1, 1993, after having attained 828
the age of seventy; (B) the termination of employment of any person 829
who has attained the age of sixty -five and who, for the two years 830
immediately preceding such termination, is employed in a bona fide 831
executive or a high policy-making position, if such person is entitled to 832
an immediate nonforfeitable annual retirement benefit under a pension, 833
profit-sharing, savings or deferred compensation plan, or any 834
combination of such plans, from such person's employer, which equals, 835
in aggregate, at least forty-four thousand dollars; (C) the termination of 836
Substitute Bill No. 435

LCO 28 of 30

employment of persons in occupations, including police work and fire -837
fighting, in which age is a bona fide occupational qualification; (D) the 838
operation of any bona fide apprenticeship system or plan; or (E) the 839
observance of the terms of a bona fide seniority system or any bona fide 840
employee benefit plan for retirement, pensions or insurance which is not 841
adopted for the purpose of evading said provisions, except that no such 842
plan may excuse the failure to hire any individual and no such system 843
or plan may require or permit the termination of employment on the 844
basis of age. No such plan which covers less than twenty employees may 845
reduce the group hospital, surgical or medical insurance coverage 846
provided under the plan to any employee who has reached the age of 847
sixty-five and is eligible for Medicare benefits or any employee's spouse 848
who has reached age sixty -five and is eligible for Medicare benefits 849
except to the extent such coverage is provided by Medicare. The terms 850
of any such plan which covers twenty or more employees shall entitle 851
any employee who has attained the age of sixty-five and any employee's 852
spouse who has attained the age of sixty-five to group hospital, surgical 853
or medical insurance coverage under the same conditions as any 854
covered employee or spouse who is under the age of sixty-five. 855
(2) No employee retirement or pension plan may exclude any 856
employee from membership in such plan or cease or reduce the 857
employee's benefit accruals or allocations under such plan on the basis 858
of age. The provisions of this subdivision shall be applicable to plan 859
years beginning on or after January 1, 1988, except that for any 860
collectively bargained plan this subdivision shall be applicable on the 861
earlier of (A) January 1, 1990, or (B) the later of (i) the expiration date of 862
the collective bargaining agreement, or (ii) January 1, 1988. 863
(3) The provisions of this section concerning age shall not prohibit an 864
employer from requiring medical examinations for employees for the 865
purpose of determining such employees' physical qualification for 866
continued employment. 867
(4) Any employee who continues employment beyond the normal 868
retirement age in the applicable retirement or pension plan shall give 869
Substitute Bill No. 435

LCO 29 of 30

notice of intent to retire, in writing, to such employee's employer not 870
less than thirty days prior to the date of such retirement. 871
(d) (1) An employer shall provide written notice of the right to be free 872
from discrimination in relation to pregnancy, childbirth and related 873
conditions, including the right to a reasonable accommodation to the 874
known limitations related to pregnancy pursuant to subdivision (7) of 875
subsection (b) of this section to: (A) New employees at the 876
commencement of employment; (B) existing employees within one 877
hundred twenty days of October 1, 2017; and (C) any employee who 878
notifies the employer of her pregnancy within ten days of such 879
notification. An employer may comply with the provisions of this 880
section by displaying a poster in a conspicuous place, accessible to 881
employees, at the employer's place of business that contains the 882
information required by this section in both English and Spanish. The 883
Labor Commissioner may adopt regulations, in accordance with 884
chapter 54, to establish additional requirements concerning the means 885
by which employers shall provide such notice. 886
(2) The Commission on Human Rights and Opportunities shall 887
develop courses of instruction and conduct ongoing public education 888
efforts as necessary to inform employers, employees, employment 889
agencies and persons seeking employment about their rights and 890
responsibilities under this section. 891
Sec. 24. (NEW) ( Effective October 1, 2026 ) (a) As used in this section, 892
"artificial intelligence system" means any machine -based system that, 893
for any explicit or implicit objective, infers from the inputs such system 894
receives how to generate outputs, including, but not limited to, synthetic 895
digital content. 896
(b) Each employer that serves written notice on the Labor 897
Department pursuant to 29 USC 2102(a), as amended from time to time, 898
shall disclose to the department, in a form and manner prescribed by 899
the Labor Commissioner, whether the layoffs that are the subject of such 900
written notice are related to the employer's use of an artificial 901
Substitute Bill No. 435

LCO 30 of 30

intelligence system or another technological change. 902
(c) Any application for unemployment benefits shall include a 903
question concerning whether an applicant's unemployment is due to an 904
employer's use of an artificial intelligence system. 905
This act shall take effect as follows and shall amend the following
sections:

Section 1 October 1, 2026 New section
Sec. 2 October 1, 2026 New section
Sec. 3 October 1, 2026 New section
Sec. 4 October 1, 2026 New section
Sec. 5 October 1, 2026 New section
Sec. 6 October 1, 2026 New section
Sec. 7 October 1, 2026 New section
Sec. 8 October 1, 2026 New section
Sec. 9 October 1, 2026 New section
Sec. 10 October 1, 2026 New section
Sec. 11 October 1, 2026 New section
Sec. 12 October 1, 2026 New section
Sec. 13 October 1, 2026 New section
Sec. 14 October 1, 2026 4a-2e
Sec. 15 October 1, 2026 New section
Sec. 16 October 1, 2026 7-468(a)
Sec. 17 October 1, 2026 5-271(a)
Sec. 18 October 1, 2026 10-153a(a)
Sec. 19 October 1, 2026 5-270
Sec. 20 October 1, 2026 New section
Sec. 21 October 1, 2026 7-467
Sec. 22 October 1, 2026 New section
Sec. 23 October 1, 2026 46a-60
Sec. 24 October 1, 2026 New section

LAB Joint Favorable Subst.
JUD Joint Favorable