SB 486 — AN ACT IMPLEMENTING THE RECOMMENDATIONS OF THE DEPARTMENT OF ADMINISTRATIVE SERVICES CONCERNING CRIMINAL BACKGROUND CHECKS OF EMPLOYEES WITH ACCESS TO TAX RECORDS.

Senate General Assembly RaisedFile Bill No.

486505 February Session, 2026 LCOSenate Bill No.

2327486 ReferredSenate, toApril 8, 2026 The Committee on GOVERNMENTGovernment ADMINISTRATIONAdministration ANDand ELECTIONSElections Introducedreported by:through SEN.

(GAE)FLEXER ANof ACTthe IMPLEMENTING29th THEDist., RECOMMENDATIONSChairperson OFof THEthe DEPARTMENTCommittee OFon ADMINISTRATIVEthe SERVICESpart CONCERNINGof CRIMINALthe BACKGROUNDSenate, CHECKSthat OFthe EMPLOYEESbill WITHought ACCESSto TOpass. TAX RECORDS.

AN ACT IMPLEMENTING THE RECOMMENDATIONS OF THE DEPARTMENT OF ADMINISTRATIVE SERVICES CONCERNING CRIMINAL BACKGROUND CHECKS OF EMPLOYEES WITH ACCESS TO TAX RECORDS.

(a)ForeachpositionofemploymentwiththestateofConnecticutthat involves exposure to federal tax information, the [employing] agency with custody of the federal tax information and [, in the case where the Department of Administrative Services is the provider of human resources services for such employing agency,] the Department of AdministrativeServices,shall,subjecttotheprovisionsofsection31-51i, require each applicant for, each employee applying for transfer to, and, at least every five years, [or more often if required by the United States Department of the Treasury,] each current employee of such a position, toSB486 (1)/ stateFile in writing whether such applicant or employee has been convicted of a crime or whether criminal charges are pending against LCO 2327 1 of 2 Raised Bill No.

486505 such1 applicantSB486 orFile employeeNo. at the time of application for employment or transfer and, if so, to identify the charges and court in which such charges are pending, and (2) be fingerprinted and submit to state and national criminal history records checks.

505 to (1) state in writing whether such applicant or employee has been convicted of a crime or whether criminal charges are pending against such applicant or employee at the time of application for employment or transfer and, if so, to identify the charges and court in which such charges are pending, and (2) be fingerprinted and submit to state and national criminal history records checks.

Section 1 from passage 5-207a GAE Joint Favorable LCOSB486 2327/ 2File ofNo. 2

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505 The following Fiscal Impact Statement and Bill Analysis are prepared for the benefit of the members of the General Assembly, solely for purposes of information, summarization and explanation and do not represent the intent of the General Assembly or either chamber thereof for any purpose.

In general, fiscal impacts are based upon a variety of informational sources, including the analyst’s professional knowledge.

Whenever applicable, agency data is consulted as part of the analysis, however final products do not necessarily reflect an assessment from any specific department.

OFA Fiscal Note State Impact:

None Municipal Impact:

None Explanation The bill, which makes various technical changes regarding criminal background checks for employees with access to tax records, results in no fiscal impact to the state.

The Out Years State Impact:

None Municipal Impact:

None SB486 / File No.

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505 OLR Bill Analysis SB 486 AN ACT IMPLEMENTING THE RECOMMENDATIONS OF THE DEPARTMENT OF ADMINISTRATIVE SERVICES CONCERNING CRIMINAL BACKGROUND CHECKS OF EMPLOYEES WITH ACCESS TO TAX RECORDS.

SUMMARY Under this bill, when state jobs involve access to federal tax information, the Department of Administrative Services (DAS) and the agency with custody of the federal tax information must require criminal history record checks (background checks) for (1) job applicants and transferring employees and, (2) at least every five years, each current employee, contractor, and subcontractor.

(This is needed to comply with federal requirements.) Under current law, when state jobs involve access to federal tax information, the employing agency (and DAS, if it provides human resources services for the employing agency) must require criminal history record checks (1) for job applicants and transferring employees and,(2)at least every five years,ormoreoftenifrequiredby federallaw, for each current employee, contractor, and subcontractor.

As under existing law, the bill requires the applicant, transferring or current employee, contractor, or subcontractor to do the following:

1.

state in writing if he or she has been convicted of a crime or has pending criminal charges, and identify the crime and court for those charges;

and 2.

befingerprintedandsubmittostateandnationalcriminalhistory record checks.

EFFECTIVE DATE:

Upon passage SB486 / File No.

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505 COMMITTEE ACTION Government Administration and Elections Committee Joint Favorable Yea 18 Nay 0 (03/20/2026) SB486 / File No.

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