Connecticut fair employment laws prohibit discrimination on the basis of race, color, religion, age, gender, marital status, national origin, ancestry, past or present history of mental disorder, mental retardation, learning disability, physical disability (including blindness), sexual orientation, or genetic information.

The Connecticut laws cover all public and private employers that employ three or more people. The Connecticut Commission on Human Rights and Opportunities has the primary responsibility for administering and enforcing these laws.

Numerous federal laws contain similar protections against employment discrimination. These include:

  • Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
  • Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
  • Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
  • Title I of the Americans with Disabilities Act of 1990 (ADA), which prohibits employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;
  • Section 501 of the Rehabilitation Act of 1973, which prohibits discrimination against qualified individuals with disabilities who work in the federal government;
  • Civil Rights Act of 1991, which provides monetary damages in cases of intentional employment discrimination.

Most of the federal laws apply to employers with 15 or more employees, and both state and federal remedies will often be available to an employee.

The Equal Employment Opportunity Commission (EEOC) enforces the federal laws but will usually defer to the CHRO for the investigation if a discrimination claim alleges violations of both state and federal laws.

EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies.

EEO-1 Can Be Filed Online

Employers who file an annual EEO-1 with the Equal Employment Opportunity Commission (EEOC) can now submit the reporting form online.

The form, which calls for a workforce breakdown by job category and by race, sex and ethnicity, must be filed by employers with 100 or more employees, and by certain federal government contractors with 50 or more employees.

This year’s filing deadline is October 30. Click here for more information on the new EEO-1 format.

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