Knowledge — 1 month ago

Connecticut Employment Law Explained in Full

by Garry S.

Connecticut Employment Law, Connecticut Employment Laws

Connecticut Employment Laws: What are Employment Laws in Connecticut?


There are many employment laws in the state of Connecticut, which offer higher protection levels to the state's employees in comparison to federal law. These include paid sick leave, higher minimum wage, pregnancy accommodation rights and so on. However, the state usually adheres to federal law about issues such as military leave, jury duty leave, and overtime pay.

The article discusses some of the employment requirements in Connecticut that are summarized below so that an employer in the state can appreciate the employment laws that affect their relationship with the employees. It is imperative for an employer to adhere to both state and federal law.

Employers in Connecticut should also abide by the relevant municipal law obligations, which affect their employment relationship along with adhering to the federal and state requirements.

Fair employment practices in Connecticut

The CFEPA or Connecticut Fair Employment Practices Act prohibits all such employers who have hired a minimum of three employees to differentiate based on specific attributes such as:
  • Ancestry
  • Color
  • Race
  • Religion
  • National origin
  • Age
  • Genetic information
  • A disability such as learning and intellectual, mental, and physical
  • Pregnancy such as breastfeeding, as well as, relevant medical conditions
  • Civil union or marital status
  • Sexual orientation, and
  • Gender such as gender expression and identity, and transgender status
Connecticut Employment Law

Any form of harassment done based on the above factors is a form of workplace discrimination too, and the CFEPA prohibits them.
Retaliation against an employee, who reports, assists some other employee to stand against illegal discrimination, or who opposes such discrimination is also prohibited by the CFEPA.

Discussion of Wages in Connecticut

Employment laws in Connecticut also restrict employers from discriminating against, disciplining, penalizing, or terminating an employee if he/she had enquired about the wages of a co-worker or discussed or divulged their salaries to their colleagues. The state's law also restricts an employer to get a waiver or declaration signed by his/her employees for refusing to let them discuss, divulge, or inquire about wages.
 

Equal pay in Connecticut

Laws related to wage and hour in Connecticut prohibit employers from differentiating based on gender while determining the compensation to be paid to employees. Employers are also banned from taking retaliatory action against those employees who have opposed any form of discriminatory practice, settlement, assisted in a proceeding or testified or filed a complained under the law.

Connecticut Employment Laws

Pregnancy accommodation in Connecticut

According to the CFEPA, any employer in the state with a minimum of 3 employees should offer reasonable accommodation their applicants or employees because of reasons such as childbirth, pregnancy, or an associated medical condition such as lactation. Instances of such reasonable accommodations are as follows:
  • Offering light-duty assignments
  • Help with manual labor
  • Longer breaks, periodic, or more frequent rest
  • Allowing to sit while a pregnant woman works
  • Appropriate facilities and break time
  • Days off for recovery after childbirth
  • Temporary transfers to less-hazardous or less-strenuous work
  • Updated work schedules
  • Job restructuring
Access to personnel files in Connecticut

While inspection places can be different, it is usually at the site of the business of an employer or a reasonably close location. Employers and their ex-employees should interact at a location agreed mutually by both the parties. Else, an employer should mail the file's copy within ten days after getting a request of their former employee.

Whistleblower protections in Connecticut

According to Connecticut employment law, employers will not take any negative employment step against their employees or penalize the latter for reporting any suspected violation or violation of the law by the former,

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