Could your leave policies land you in court? See why HR leaders are watching this case closely
A Connecticut appeals court has revived a pregnancy discrimination lawsuit, putting HR practices around maternity leave and job reinstatement under the microscope.
On November 11, 2025, the Connecticut Appellate Court ruled that Cassie Long’s claims against the Town of Putnam should proceed to further review. Long, who served as assistant finance director, alleged that she was not reinstated to her original or an equivalent position and was denied a promotion after returning from maternity leave. These allegations are at the center of the case and are particularly relevant for HR professionals navigating leave and reinstatement policies.
Long was hired as assistant finance director in 2019, with the understanding that she could be promoted to finance director after demonstrating sufficient expertise. She informed the town of her pregnancy on her first day of work. The finance department had a history of high turnover and late audits, and Long was expected to help address these issues.
Long alleged that after she began maternity leave in February 2020, the town hired another individual, Maureen Benway, as finance director. When Long returned from leave in May 2020, she claimed her job duties were significantly reduced. She stated that she was reassigned to accounts receivable tasks, her work hours were cut by eight per week, her pay was reduced by $15,000, and she was reclassified...
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