EEO - Discrimination: Connecticut
Page Contents
- Connecticut
- Summary
- Discrimination Under the Connecticut Fair Employment and Practices Act
- Advertisements
- Defenses
- Number of Employees and Procedural Timelines
- Establishing a Claim of Discrimination
- Unlawful Discriminatory Practices
- Discrimination Based on Gender Identity or Expression
- Discrimination Based on Disability
- Physical Disability
- Mental Disability
- Intellectual Disability
- Learning Disability
- Reasonable Accommodation
- Undue Hardship
- Discrimination Based on Age
- Retirement
- Discrimination Based on Pregnancy
- Reasonable Accommodations
- Benefits Upon Return to Work
- Personal Information
- Breastfeeding
- Genetic Testing
- Discrimination Based on Religion
- Reasonable Accommodation
- Ministerial Exception
- Sabbath Observance
- Enforcement of Employment Discrimination Laws
- Commission on Human Rights and Opportunities
- Judicial Proceedings
- Remedies for Discrimination
- Other Laws Prohibiting Discrimination
- HIV/AIDS Testing
- Family Violence Victims
- Remedies
- Statute of Limitations
- Equal Pay Act
- Employer Defenses
- Remedies
- Statute of Limitations
- Connecticut Family and Medical Leave Act
- General Applicability
- Position Upon Return
- Urinalysis Test
- Future Developments
- Additional Resources
The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
Author: Elizabeth Acee, LeClairRyan
Summary
- The Connecticut Fair Employment and Practices Act (CFEPA) contains a more comprehensive list of prohibited employment practices than the federal statute. See Discrimination Under the Connecticut Fair Employment Practices Act.
- Connecticut's employment discrimination laws generally complement federal law, and therefore, Connecticut courts look to federal law for guidance. See Discrimination Under the Connecticut Fair Employment Practices Act.
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