Disabilities (ADA): Connecticut
Page Contents
- Connecticut
- Summary
- Disability Discrimination in Connecticut
- The Connecticut Fair Employment Practices Act - Disability
- Covered Employers
- What is a Disability?
- Mental Retardation
- Mental Disability
- Learning Disability
- Physical Disability
- Duty to Accommodate
- Undue Hardship
- Comparison With the ADA
- The Connecticut Fair Employment Practices Act - Protection for Pregnancy
- The Connecticut Fair Employment Practices Act - Genetic Information
- Administrative Agency
- Local Ordinances
- Future Developments
- Additional Resources
The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
Author: Deborah D. Cannavino and Patrick F. Martin, Littler Mendelson, P.C.
Summary
- In addition to the federal equal opportunity laws, Connecticut employers must comply with the state antidiscrimination statutes, including the Connecticut Fair Employment Practices Act (CFEPA). See Disability Discrimination in Connecticut.
- The CFEPA applies to both public and private employers that employ three or more employees. See Covered Employers.
- The CFEPA also prohibits employers from taking certain additional actions relating to pregnant employees. See Connecticut Fair Employment Practices Act - Protection for Pregnancy.
- Connecticut law contains a specific prohibition against requesting genetic information or discriminating against any employee on the basis of genetic information. See Connecticut Fair Employment Practice Act - Genetic Information.
- Similar to the EEOC's role in enforcing Title VII, the Connecticut Commission on Human Rights and Opportunities (CCHRO) is the enforcement authority for the CFEPA. See Administrative Agency.
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