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Employee Discipline: Connecticut

Employee Discipline requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: Amanda R. Gregurich

Summary

  • Connecticut has strict harassment and discrimination laws. See Discipline and Discrimination.
  • Under Connecticut law, if an employee's arrest does not result in a criminal conviction, Connecticut prohibits employers from using the record in connection with an application for employment or promotion. See Criminal Convictions.
  • In addition to the provisions of the Fair Credit Reporting Act, Connecticut employers may only request credit information from employees under limited circumstances. See Credit Reports.
  • Connecticut law prohibits employers from placing restrictions on an employee with regard to smoking or use of tobacco products outside the course of his or her employment. However, an employer adopt workplace policies that address smoking and the use of electronic cigarettes.See Smoking in the Workplace.
  • Connecticut law prohibits employers from disciplining an employee based on running for General Assembly, holding such public office and other related activities. See Discrimination Based on General Assembly Membership Prohibited.
  • Connecticut's Act Concerning Pay Equity and Fairness enhances federal employee protections regarding wage discussions. See Pay Equity and Fairness.
  • Connecticut has a number of statutory whistleblower protections. See Whistleblower Protections.
  • Any private or public employer in Connecticut may not subject any employee to discipline or discharge based on that employee's exercise of First Amendment rights. See Protection of Employees' Exercise of Constitutional Rights.
  • Connecticut has strict statutes regarding use of surveillance on employees. See Privacy Protections for Employees.
  • Connecticut prohibits employers from requesting or requiring that current or prospective employees take a polygraph examination as a condition of obtaining or continuing employment. See Polygraph Testing.
  • An employer may require an employee to submit to a drug test if the employer has a reasonable suspicion that the employee is under the influence of drugs or alcohol, which adversely affects or could adversely affect the employee's job performance. See Drug Testing of Employees.
  • Connecticut law generally disallows noncompete agreements in certain occupations. See Noncompete Agreements.
  • Connecticut employers should use caution when disciplining employees who have taken protected leaves of absence. See Attendance.
  • Connecticut has a detailed procedure for employees who request to review their personnel files. See Employee Inspection of Personnel Files.