As we reported back in 2021, California passed a first-in-the-nation law requiring certain employers operating warehouses and distribution centers to provide notice to employees of any productivity quotas, along with an identification of the adverse employment actions which could be imposed for failure to meet a quota. In the conclusion to our ASAP outlining the requirements of the new law, we noted: “Much has been written about a possible ‘California contagion’ – that new laws that originate in California may eventually spread across the country.”
Our prognostication turned out to be correct. Since 2022, four other states have followed suit and adopted similar warehouse quota notice laws: New York (effective 6-19-23), Minnesota (effective 7-1-23), Washington (effective 5-31-24) and Oregon (effective 1-1-25). Now one more state has joined the group: Connecticut.1
The new requirements are embedded in a recently passed “emergency omnibus” bill – Bill No. 298, which runs 121 pages, and covers a variety of subjects beyond the quota notice law, including provisions relating to education, public safety, elections, and intermediate care facilities.2
Which Employers Are Covered by the New Connecticut Law?
In many respects, Connecticut’s warehouse quota notice law tracks the laws in the other five states. But there are some notable differences as well.
Like its predecessors in other states, Connecticut’s new law applies only to non-exempt employees who work at “warehouse...
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