Employee Handbooks - Work Rules - Employee Conduct: Connecticut
Federal law and guidance on this subject should be reviewed together with this section.
Author: Scott E. Schaffer, Schaffer Law, LLC
- Connecticut recognizes the at-will doctrine. See At-Will Nature of Employment.
- Employee handbooks should contain clear disclaimer language stating the handbook does not create an employment agreement and that employees are hired on an at-will basis. See At-Will Nature of Employment.
- Connecticut employers have a duty to provide a safe work environment. See Workplace Violence and Safety.
- Employees elected to state or municipal office must be given a leave of absence. See Political Activity.
- Employers may not retaliate against employees exercising first amendment rights, or reporting unlawful activity. See First Amendment Rights and Whistleblower Rights.
- Drug and alcohol testing is permitted under limited conditions, and must follow strict protocols. See Employee Drug and Alcohol Testing.
- Employers must furnish non-smoking areas and can ban smoking throughout the entire workplace. See Smoking.
- Employees cannot be discriminated against for using tobacco products off-duty. See Off Duty Tobacco Use.
- Employers may not base employment decisions on criminal records that have been erased. See Criminal Records.
- Nursing mothers must be permitted to express breast milk and breastfeed during breaks. See Nursing Mothers.
- Employers must notify employees of any form of electronic surveillance. See Employee Surveillance and Monitoring.
- Polygraph tests are prohibited. See Polygraphs.
- Employees must be given access to their personnel files and medical records. See Access to Personnel Files.
- Employers must comply with various wage payment and time off requirements. See Rules Regarding Employee Work Schedules and Attendance.