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
Articles Discussing Sexual Harassment Claims In Connecticut.
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.
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”).