Preemployment Screening and Testing: Connecticut
Federal law and guidance on this subject should be reviewed together with this section.
Author: Christine P. Corrigan, CPC Writing Services
- Connecticut law prohibits employers from requiring applicants to disclose certain arrest, charge or conviction records where such records were erased in certain circumstances. See Arrest and Conviction Records.
- A new law bans private employers in the state from asking prospective employees about their criminal history on an initial job application. See Ban the Box.
- Connecticut law prohibits employers from requiring applicants to consent to a request for a credit report that contains information about their credit score, credit account balances, payment history, or savings or checking account balances or account numbers as a condition of employment. See Credit Checks.
- Connecticut recognizes a cause of action for negligent hiring. Consequently, it is essential that employers check an applicant's references and require an authorization from each applicant permitting them to contact former employers and references. See Negligent Hiring.
- Connecticut law generally permits drug testing of applicants, subject to certain conditions. See Drug Testing.
- Employers may not refuse to hire a job applicant solely based on their status as a qualifying medical marijuana user. See Medical Marijuana.
- Connecticut prohibits employers from requiring employees to undergo genetic testing. See Genetic Testing.
- Connecticut has a detailed personnel file and medical records law that limits employers' disclosures of personal information without the written consent of the employee. See Employee Records.
- Localities including Hartford and New Haven have requirements pertaining to preemployment screening and testing. See Local Requirements.