SB 8 — AN ACT CONCERNING PROTECTIONS FOR WORKERS AND ENHANCEMENTS TO WORKERS' RIGHTS.

(NEW) (Effective October 1, 2025) On and after July 1, 2026, each employer shall establish, maintain and preserve contemporaneous, true and accurate records of(1) each individual employee's work speed data, (2) the aggregated work speed data for similar employees at the same warehouse distribution center, and (3) the written descriptions provided to each employee pursuant to section 2 of this act.

Such records shall be maintained for a period of three years.

Nothing in this sectionshallrequire anemployerto establish,maintainandpreservethe records required pursuant to this section if such employer does not assign or require quotas or collect, store, analyze or interpret work speed data.

Sec.

6.

(NEW) (Effective October 1, 2025) (a) On and after July 1, 2026, if an employee believes satisfying a quota caused or will cause a violation of section 3 of this act, such employee may request from such employee's employer:

(1) A written description of each quota the employee is subject to, (2) a copy of the employee's personal work speed data for the prior ninety days, and (3) a copy of aggregated work speed data for similar employees at the same warehouse distribution center for the prior ninety days.

(b) On and after July 1, 2026, a former employee may request from a former employer:

(1) A written description of each quota the employee was subject to for the ninety days prior to the employee's separation from employment with such employer;

(2) a copy of the employee's personal work speed data for the ninety days prior to such employee's separation from employment with such employer;

and (3) a copy of aggregated work speed data for similar employees at the same LCO 4255 4 of 7 Committee Bill No.

8 warehouse distribution center for the ninety days prior to such employee's separation from employment with such employer.

A former employee may only make one request under this section.

(c) An employer shall provide a written copy of any records requested pursuant to this section not later than five calendar days after receipt of such request.

Such written copy shall be provided (1) in both English and the primary language of the employee requesting such records, and (2) for a current employee, directly to the requesting employee by a manager during such employee's work hours.

Sec.

7.

(NEW) (Effective October 1, 2025) (a) On and after July 1, 2026, no employer shall discharge or in any way retaliate, discriminate or take any adverse action against an employee or former employee for (1) making a request pursuant to section 6 of this act, or (2) filing a civil action pursuant to section 8 of this act.

(b) On and after July 1, 2026, if an employer discharges or in any way retaliates,discriminatesortakesanyadverseactionagainstanemployee or former employee within ninety days after such employee engages in or attempts to engage in the activities described in subsection (a) of this section, there shall be a rebuttable presumption that such adverse action isinviolationofthissection.Suchpresumptionmayberebuttedbyclear and convincing evidence that (1) the adverse action was taken for other permissible reasons, and (2) the employee engaging or attempting to engage in the activities described in subsection (a) of this section was not a motivating factor for the employer taking such adverse action.

Sec.

8.

(NEW) (Effective October 1, 2025) (a) On and after July 1, 2026, an employee aggrieved by a violation of sections 2 to 7, inclusive, of this act, or the Attorney General on behalf of an employee aggrieved by a violation of sections 2 to 7, inclusive, of this act, may bring a civil action in the Superior Court to recover damages, civil penalties and such equitable and injunctive relief as the court deems appropriate.

The prevailing party in such civil action may be awarded reasonable attorney's fees and costs to be taxed by the court.

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8 (b) An employer who violates the provisions of sections 2 to 7, inclusive, of this act may be assessed a civil penalty by the court of (1) one thousand dollars for a first violation, (2) two thousand dollars for a second violation, or (3) three thousand dollars for a third or subsequent violation.

Sec.

9.

(NEW) (Effective October 1, 2025) On and after July 1, 2026, the Workers' Compensation Commission shall monitor the injury rates of employees working in warehouse distribution centers in the state.

If an employer is found to have an annual injury rate at or over one and one- half times the average annual injury rate for the relevant North American Industry Classification System codes, based on data reported to the federal Occupational and Safety and Health Administration, the Workers' Compensation Commission shall notify the Labor Commissioner and the commissioner shall determine whether an investigationconcerning potentialviolationsofsections2to 7,inclusive, of this act is appropriate.

Sec.

10.

(B) (i) the individual is not participating in or financing or directly interested in the labor dispute that caused the unemployment, and [(B)] (ii) the individual does not belong to a trade, class or organization of workers, members of which, immediately before the commencement of the labor dispute, were employed at the premises at which the labor dispute occurred, and are participating in or financing LCOor 4255directly 6interested ofin 7the Committeedispute; Bill No.

8 or directly(C) interestedthe inindividual's theSenate dispute;Bill No.

or8 (C) the individual's unemployment is due to the existence of a lockout.

ThisGovernor's actAction: shall take effect as follows and shall amend the following sections:

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10 October 1, 2025 31-236(a)(3) LAB Joint Favorable JUD Joint Favorable APP Joint Favorable LCO 4255 7 of 7