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Connecticut
Connecticut Marks 25 Years Of Safe Havens Act, Renews Focus On Awareness | CT News Junkie
HARTFORD, CT — Twenty-five years after Connecticut enacted a law designed to protect newborns and mothers in crisis, lawmakers, advocates, and medical professionals gathered Thursday at the Legislative Office Building to reflect on its impact and call for renewed public awareness.
The state’s Safe Havens Act for Newborns, enacted in 2000, allows a parent to voluntarily and anonymously surrender an infant who is 30 days old or younger at any hospital emergency room, with no questions asked and no fear of prosecution for abandonment, provided there are no signs of abuse or neglect.
Lori Stewart, legislative liaison for the Catholic Conference of Public Affairs and host of the event, called the bill a unifier.
“No matter where you land or fall in the political, social, economic spectrum, we can all more or less come to a point where we believe that a mother in distress and a newborn baby at risk are worth a fighting chance at a potential positive outcome,” she said.
Carl Schiessel, speaking for the Connecticut Hospital Association, said 37 emergency departments across the state are designated Safe Haven sites. At each location there are signs designating the site as a safe haven and licensed clinicians are trained to provide immediate, compassionate care to both the baby and the parent.
“This law has been a success,” he said. “We need more people to know this.”
The law was inspired by a tragedy that, according to Stewart, “rocked the state.”
In January 1988, a newborn was found dead from exposure in a Meriden parking lot. His identity was unknown, and first responders named him David Paul — “David” meaning “God’s beloved” and “Paul” meaning “Little Man.”
For decades, the baby’s name was all they had. But in 2020, Meriden police, with help from forensic genealogists, identified the child’s mother. She told investigators she had given birth alone and called in an anonymous tip. She reportedly later told police that had the safe haven law existed at the time, she would have used it.
Moved by the case, former Rep. Pam Sawyer, R-Bolton and the late legislator Anne Carbone, R-Southington, helped craft legislation modeled after a Texas law. Connecticut’s version offered a penalty-free option for mothers and limited surrender sites to hospitals — rather than firehouses or police stations — to ensure access to medical care at all hours.
“We have too many unmanned firehouses, especially in rural towns,” Sawyer said. “Hospitals are open, staffed, and ready.”
Sawyer emphasized the need to make the law understandable and accessible, especially to younger audiences.
“We knew that the best thing that we could do was to make the law so simple that it could be shared on a school bus,” she said. “Because that may be something that someone needs to hear, and if they get that info, they are going to realize that there are 24-hour emergency rooms and (the staff will not) ask any questions.”
Once a baby is surrendered, hospital staff notify the Department of Children and Families, which takes immediate custody. The parent receives a packet outlining their rights and options. If they change their mind within 30 days, they can begin the process of reunification through DCF — a process that has occurred in a small number of cases.
“This law ensures there’s a safe place when there seems to be no safe place in their world,” said Sen. Cathy Osten, D-Sprague. “It’s not just about the infant—it’s about showing care for the parent, too.”
Rep. Leslie Zupkus, R-Prospect. spoke about the law’s personal impact.
“I have two adopted daughters from similar situations,” she said. “I always tell them their biological mother loved them very much and wanted a better life for them.”
The event also highlighted the story of Panna Krom, a high school student and daughter of Cambodian refugees who gave birth alone in 2006 at age 17. Krom concealed the birth and her newborn died. She was charged with manslaughter and sentenced to 18 years in prison.
Her case drew the attention of Doug Hood, a retired Yale New Haven neurologist, who spoke about how he met Krom when he was volunteering at a women’s prison, Hood took interest in her case and later connected with her parents. Hood eventually advocated for her clemency when he learned that there were many similar cases across the state.
Hood chronicled the case in his 2023 book, Daughter of Song: A Cambodian Refugee Family, Their Daughter, Crime, and Injustice.
“She wasn’t a premeditated or even an intentional killer,” Hood wrote in his book.
The law’s reach has also been bolstered by community advocates like Tiffany Quinn, who became involved in 2014 after hearing news of another infant death in East Hartford.
“This was truly a work of all of our hearts, and this came from a place of public service from the heart for what we believe is right and needed,” she said. Quinn helped launch a working group focused on public education and outreach.
Speakers honored the late Governor M. Jodi Rell, an advocate of the law.
Rell oversaw a statewide awareness campaign that included translated outreach materials, signage at hospital entrances, and public service commercials. Her son, Michael Rell, attended the event in her memory.
Rep. Tim Ackert, R-Coventry summed up the law’s legacy in simple terms.
“We always hear about ‘legislation that saves lives’ — this one does,” he said. According to Ackert, at least 59 newborns have been safely surrendered since the law took effect.
“That’s more people than were in the room today,” he said.
For more information about the Safe Havens Act, or for confidential local support and resources, contact the Department of Children and Families Careline at 1-800-842-2288 or dial 2-1-1 for confidential local support and resources.
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Luxury Homes
Kathie Lee Gifford and her late husband, football legend Frank Gifford, purchased the house in 1994.
Former “Today” show host Kathie Lee Gifford is selling her sprawling 13,163-square-foot Connecticut home. The asking price? $100,000,000.
Dubbed “Cedar Cliff,” the Greenwich estate at 108 Cedar Cliff in the Riverside section of town, was once owned by railroad tycoon Henry F. Shoemaker. Kathie Lee Gifford and her late husband, football legend Frank Gifford, purchased the house in 1994 for $7.8 million . The 13,163-square-foot, 29-room estate has eight bedrooms and 14 bathrooms (nine full, five half).
“They added a substantial addition to the house to make it work for their lifestyle,” listing agent Leslie McElwreath of Sotheby’s International Realty said. That addition is the east wing of the house, constructed in the early 2000s, which includes a private theater and wine cellar.
The eight bedrooms are similarly sized and have views of Greenwich Cove. The primary bedroom and two guest bedrooms have a balcony as well. The estate has a greenhouse, a screened porch, a sun room, a tennis court, and a billiards room currently containing Frank Gifford memorabilia. There are 10 fireplaces throughout the house.
Within the 2.91-acre gated peninsula is a spa, pool, and pool house.
McElwreath said “empty nester” Gifford is selling the property because “her children are grown and are married with their own children. Kathie Lee spends most of her time in Tennessee and is no longer using the house full-time.”
The house has a recently installed Ludowici terra cotta roof, sun decks that have been rebuilt, and there is access to a full-property generator as well as a private beach.
McElwreath said there are additional aspects that make this property worth the monstrous price tag.
“The setting is extraordinary. Elevated high above the water with over 1,250 feet of frontage, the property offers the rare combination of commanding panoramic views and direct waterfront access via a private pier and deep water dock,” she said.
McElwreath said the kind of buyer looking at this property is attracted to Greenwich for its high quality of life and proximity to Midtown Manhattan.
”High net-worth buyers do not compromise. They seek exceptional properties in prime locations. Cedar Cliff is a one-of-a-kind opportunity and will attract buyers looking for privacy and resort-like amenities,” McElwreath said.
The task of selling the estate was entrusted to McElwreath by Gifford after McElwreath represented the seller of Copper Beech Farm in Greenwich, which sold for just under $139,000,000 in 2023.
“[Copper Beach] is still the highest sale ever in Greenwich and the state of Connecticut. I plan to use the full resources of Sotheby’s International Realty to find the buyer for Cedar Cliff,” McElwreath said. “I also represented the seller of 100 Field Point Circle, the second highest sale in Greenwich at $50 million. My proven track record, combined with the marketing expertise of Sotheby’s, will prove to be a winning combination.”
Connecticut
Hailey Van Lith waived by Connecticut Sun after just nine games, marking second cut in under a month
Hailey Van Lith’s rocky WNBA start took another unexpected turn Thursday.
The Connecticut Sun waived Van Lith after just nine games with the team, including three starts.
CHICAGO, IL – AUGUST 25: Hailey Van Lith #2 of the Chicago Sky high five during the game against the Las Vegas Aces on August 25, 2025 at the Wintrust Arena in Chicago, IL. (Photo by Melissa Tamez/NBAE via Getty Images) ((Photo by Melissa Tamez/NBAE via Getty Images))
TCU’s Hailey Van Lith poses before the WNBA basketball draft in New York on April 14, 2025. (Pamela Smith/AP)
Van Lith was once one of college basketball’s brightest stars at Louisville, but her path has become increasingly turbulent in recent years. After a disappointing stint at LSU stalled her momentum, Van Lith revived her draft stock with a standout final season at TCU.
CHICAGO SKY WAIVE HAILEY VAN LITH ONE YEAR AFTER SELECTING HER WITH THE 11TH OVERALL PICK
The former NIL standout was selected 11th overall by the Chicago Sky in the 2024 WNBA Draft. She struggled to establish herself as a rookie, averaging 3.5 points and 1.6 assists in 12.4 minutes per game across 29 appearances before Chicago waived her on May 4.
Hailey Van Lith’s brief stint with the Connecticut Sun ended Thursday after the franchise waived the former first-round pick. (Photo by Ali Gradischer/Getty Images) ((Photo by Ali Gradischer/Getty Images))
Hailey van Lith drives past opponents during the women’s 3×3 basketball bronze medal game between the United States and Canada at the Olympic Games Paris 2024 on Aug. 5, 2024, in Paris, France. (Matthew Stockman/Getty Images)
TCU’s Hailey Van Lith jogs onto the court during introductions before the first half in the second round of the NCAA college basketball tournament game against Louisville in Fort Worth, Texas, on March 23, 2025. (Tony Gutierrez/AP)
Van Lith also helped Team USA win a bronze medal in 3×3 basketball at the 2024 Paris Olympics.
Connecticut quickly gave Van Lith a second chance, but the reunion lasted just over two weeks.
“The Connecticut Sun has activated Leïla Lacan,” the team announced on X. “In a corresponding move, Hailey Van Lith has been waived.”
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The move comes as Lacan — the No. 10 overall pick in the 2024 draft — returns after averaging 10.4 points and 3.7 assists with Connecticut last season.
Van Lith appeared in Wednesday’s 71-61 loss to Portland, finishing with seven points, no assists and two turnovers in 13 minutes.
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Van Lith averaged 8.1 points and 2.2 assists in nine appearances with Connecticut before Thursday’s move, marking her second waiver in less than a month.
The Connecticut Sun waived Hailey Van Lith on Thursday, ending the former college star’s nine-game stint with the franchise. ((Photo by Mollie Handkins/NBAE via Getty Images))
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The following article was submitted by Brody and Associates, LLC. It is posted here with permission.
The Connecticut legislature passed broad artificial intelligence legislation May 11, 2026 that includes a new framework governing the use of AI in employment-related decisions.
The bill, known as SB 5, is awaiting Gov. Ned Lamont’s signature, which is expected shortly.
Once enacted, Connecticut will join a growing list of jurisdictions that are imposing transparency and accountability requirements on employers that use AI tools in recruiting, hiring, promotion, discipline, scheduling, and termination decisions.
The statute regulates what it calls automated employment-related decision technology.
In general, AEDT refers to technology that processes personal data and generates an output that is a substantial factor in an employment decision.
The definition is broad enough to potentially cover resume-screening software, applicant ranking systems, video-interview analytics, skills assessments, productivity tools, and certain workforce management platforms when those tools materially influence personnel decisions.
What Does the Law Require?
The purpose of the law is to reduce the risk that algorithmic systems will continue or worsen historic discrimination while also giving applicants and employees more visibility into how these systems are used.
One of the most important features of the new law is its notice requirement.
Beginning Oct. 1, 2027, employers that deploy AEDT intended to interact with applicants or employees must disclose, in plain language, that the individual is interacting with such technology unless it would be obvious to a reasonable person.
When the tool’s output will be used as a substantial factor in making an employment-related decision, the employer must also provide a written notice before the decision is made.
The law does include protection for proprietary or trade secret information.
Notice must identify the purpose of the tool, the categories and sources of personal data being analyzed, how data will be assessed, and contact information for the employer.
If such employment-related decision is “adverse,” employers must provide a high-level statement disclosing the principal reasons for the decision, including “the degree to which, and manner in which” an AEDP output contributed to the decision, the type of data used, and the right to examine or correct such data.
The law does include protection for proprietary or trade secret information, but employers should not assume that vendor confidentiality excuses them from compliance.
If an employer withholds certain information regarding the AEDP based on a third party’s confidentiality claim, the employer must nevertheless disclose that the information is being withheld and identify the legal basis for the withholding.
As a practical matter, this means employers that rely on outside vendors for screening, testing, or candidate evaluation should begin reviewing vendor contracts now to ensure they can obtain the information needed to satisfy Connecticut’s notice obligations.
Anti-Discrimination and Related Obligations
The law also makes clear employers cannot avoid liability by blaming an algorithm.
Connecticut’s anti-discrimination framework will expressly provide the use of AI or automated systems is not a defense to a discrimination claim.
The employer may still be responsible even if the challenged output came from a third-party platform.
In other words, if an AEDT disproportionately screens out candidates or influences decisions in a way that has an unlawful discriminatory effect, the employer may still be responsible even if the challenged output came from a third-party platform.
This provision reinforces a principle regulators have increasingly emphasized nationwide: employers remain accountable for employment decisions, whether those decisions are made by people, software, or a combination of both.
What Employers Should Do Now
For employers, the immediate takeaway is AI governance can no longer be treated as an IT issue.
Human resources, legal, compliance, and procurement teams should collaborate to identify all tools used in recruiting or personnel management, assess whether those tools materially affect employment decisions, and determine what disclosures this new law may require.
Even companies that already use AI responsibly may need to formalize review procedures.
Employers should also assess whether internal policies, vendor agreements, and recordkeeping practices are sufficient to support compliance.
Even companies that already use AI responsibly may need to formalize review procedures, conduct bias testing, and create documentation explaining how automated outputs are considered by human decision-makers.
Connecticut’s new law reflects a broader regulatory trend: employers may continue using AI, but they must do so transparently, carefully, and with meaningful human accountability.
About the authors: Robert Brody is managing partner at Brody and Associates, LLC, which he founded in 1997. Matthew Chiota is a law clerk at Brody and Associates, awaiting admission to the Connecticut and New York Bar associations. Contact them at [email protected] or 203.454.0560.
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