The Connecticut Supreme Court recently adopted the U.S. Supreme Court’s relatively narrow definition of “supervisor” for use in determining when employers are liable under the Connecticut Fair Employment Practices Act (CFEPA) for creating or failing to remedy a hostile work environment. The decision provides employers with clarity as the term
Articles Discussing Connecticut's HRO Law.
Connecticut Supreme Court Adopts Federal Definition of ‘Supervisor’ for State Law Hostile Work Environment Claims
A “supervisor,” for purposes of a Connecticut state hostile work environment claim, is an employee who is empowered by an employer to take tangible employment actions, the Connecticut Supreme Court recently held in O’Reggio v. Commission on Human Rights and Opportunities, a decision that follows federal standards set forth in
Connecticut Appellate Court Finds No Associational Claims Under State’s Discrimination Law
A Connecticut appellate court recently held that the Connecticut Fair Employment Practices Act (CFEPA) does not recognize a cause of action for associational disability discrimination.
Connecticut Expands Paid Leave Statute to Permit Benefits for Victims of Sexual Assault
On May 9, 2024, Connecticut enacted Public Act 24-5, which expands the circumstances under which employees can receive benefits under Connecticut’s Paid Leave Insurance Program. The Connecticut Paid Leave Insurance Program provides wage replacement benefits to employees who require leave from work for certain covered reasons, with employees contributing to
Connecticut Appellate Court Declines to Expand Definition of “Supervisor” for Hostile Work Environment Claims
In a recent decision, the Connecticut Appellate Court held that “supervisor” for hostile work environment discrimination claims brought under Connecticut law is the same as applied in similar federal claims brought pursuant to Title VII. The court’s decision in Tenisha O’Reggio v. Commission on Human Rights and Opportunities1 marks the
Connecticut Limits Inquiries into Prospective Employees’ Ages
On June 24, 2021, Governor Lamont signed into law Public Act 21-69, which adds to Connecticut’s Fair Employment Practices Act an explicit ban on Connecticut employers inquiring into the ages of prospective employees “on an initial employment application.” The new law, An Act Deterring Age Discrimination in Employment Applications, goes
Connecticut Allows Some Training Portability, Amends Law Barring Discriminatory Practices
In its 2021 Session, the Connecticut General Assembly amended the Connecticut Fair Employment Practices Act (CFEPA), which prohibits discriminatory practices, and other related laws on sexual harassment training and affirmative action plans, among others provisions.
Women’s-Only Gym Section Faces Discrimination Lawsuit
Executive Summary: For decades fitness facilities have been offering “women-only” sections, allowing women to exercise in private without self-image worries or unwanted male attention. But these sections are now in jeopardy as the Connecticut Commission on Human Rights & Opportunities (CHRO) brings a case against two prominent Connecticut gyms, Edge Fitness and Club Fitness, to the Connecticut Supreme Court, asserting that such sections amount to illegal sex discrimination against men. This is an issue of first impression.
New Connecticut CROWN Act Bans Natural Hair Discrimination in the Workplace
Connecticut has joined the growing list of states that prohibit discrimination on the basis of traits historically associated with race, including hair. On March 10, 2021, Connecticut adopted legislation to ban natural hair discrimination in the workplace.
Connecticut Extends Time to Comply with Mandatory Sexual Harassment Prevention Training
Recognizing employers have challenges in ensuring employees complete Connecticut’s new mandatory sexual harassment training requirements during the COVID-19 pandemic, the Connecticut Commission on Human Rights and Opportunities (CHRO) has authorized employers to apply for a 90-day extension to complete training for employees who have been hired after October 1, 2019.
Connecticut Extends Workplace Harassment and Discrimination Protections to Unpaid Interns
On June 22, 2015, Connecticut Governor Dannel P. Malloy signed into law a new statute that extends workplace harassment, discrimination and retaliation protection to unpaid interns. Historically, it was unclear whether an individual working as an unpaid intern was protected from workplace discrimination or harassment. As a result of the enactment of Public Act 15-56, on October 1, 2015, unpaid interns in Connecticut will be provided the same protections as employees covered by the Connecticut Fair Employment Practices Act (“CFEPA”).
New Procedures for Connecticut Commission on Human Rights and Opportunities Effective October 1st
Legislation significantly amending the procedures governing how the Connecticut Commission on Human Rights and Opportunities will process complaints takes effect October 1, 2011. Although new Public Act No. 11-237 is an attempt to shorten the time that a charge remains pending at the CHRO once a merit assessment review is completed, how well it accomplishes this is open to question. The amendments include significant changes that allow the CHRO’s attorneys to reinstate a complaint that was dismissed at the merit assessment review stage and explicitly authorize agency investigators to conduct interviews and site visits, subpoena documents, seek requests for admission of facts, and issue interrogatories.