Interviewing and Selecting Job Candidates: Connecticut
Federal law and guidance on this subject should be reviewed together with this section.
- Connecticut goes further in its antidiscrimination protections than does federal employment law. See Connecticut Fair Employment Practices Act.
- On application forms, Connecticut employers asking about criminal history must inform job candidates that they are not required to disclose the existence of any arrest, criminal charge or conviction, the records of which have been erased. See Arrest and Conviction Inquiries.
- State employers may not ask criminal history questions on job applications, and several Connecticut cities have similar ordinances in place. See Ban the Box.
- A state law enacted in October 2011 restricts employers in their use of credit reports for job applicants and employees, subject to a few exceptions. See Credit Checks.
- Connecticut bans employers from requiring job applicants to provide access to their personal social media accounts. See Social Media Privacy.
- Employers may not ask questions about an applicant's physical condition or medical history unless the inquiries directly relate to the position sought. See Medical Inquiries.
- Connecticut recognizes negligent hiring claims, so proper steps should be taken during the interview and selection process to avoid future liability. See Negligent Hiring.