If your employer fired you because of an unlawful reason, you can refer to one of the wrongful termination laws in Connecticut when you meet with a state-licensed employment attorney.
In addition to wrongful termination laws in Connecticut, you also can refer to a landmark federal law that prohibits discrimination in the workplace. Other illegal reasons for terminating an employee include retaliation, harassment, and failing to abide by the Family Medical Leave Act (FMLA)
What is the Connecticut Fair Employment Practices Act?
The Connecticut Fair Employment Practices Act prohibits employers from discriminating based on several factors, including race, gender, color, disability, and national origin.
This means your employer cannot commit an act of wrongful termination that involves discriminating against you. Additional factors that make it illegal for an employer to discriminate against a worker include marital status, religious beliefs, and sexual orientation.
In 2021, Connecticut Governor Lamont signed a law that amended the Connecticut Fair Employment Practices Act. The revised version of the state law protects workers against age discrimination, which includes an employer asking about a worker's age and date of birth. Employers no longer can inquire about the year of a job applicant’s high school and college graduation as well.
What Other Laws Protect Connecticut Workers From Wrongful Termination?
One of the reasons for the passage of the Connecticut Fair Employment Practices Act is that Connecticut is considered an at-will employment state.
At-will employment means both an employer and employee have the right to terminate an employment relationship at any time, for almost any reason. The Connecticut Fair Employment Practices Act ended the loophole for allowing discrimination as a reason to fire a worker.
The federal model for the Connecticut Fair Employment Practices Act is Title VII of the Civil Rights Act of 1964. Title VII prohibits discrimination based on many of the same factors listed in the Connecticut wrongful termination law.
Title VII applies to private sector employers that have at least 15 employees. The primary objective of Title VII is to level the playing field between employers and employees when it comes to termination issues. In 1978, the United States Congress passed the Pregnancy Discrimination Act to protect pregnant women against wrongful termination.
Who Oversees the Wrongful Termination Laws in Connecticut?
The Connecticut Commission on Human Rights and Opportunities (CHRO) handles wrongful termination complaints. Workers have 300 days from the date of the alleged act of wrongful termination to file a claim.
Workers that want to file a complaint can contact an intake officer at one of the regional offices. Visit the CHRO website to determine which regional office to contact for the filing of a wrongful termination claim.
You also can reach out to the Equal Employment Opportunity Commission (EEOC) to file a complaint. Schedule an appointment to discuss your claim at the EEOC public portal.
Within 10 days after filing a complaint with the EEOC, you can expect the federal agency to contact your employer to initiate a thorough investigation into your charges.
Schedule a Free Case Evaluation
Because of the employment at-will doctrine, it can be difficult to file a claim for wrongful termination. However, by working with an employment lawyer, you receive the legal support to gather and organize the evidence you need to prove your employer discriminated and/or retaliated against you. Evidence such as annual reviews can strengthen your wrongful termination complaint.
Schedule a free case evaluation today to receive a comprehensive review of your case.
