I have written many times that Connecticut is a more favorable environment to pursue workplace discrimination claims than most other places. While all states are covered by federal anti-discrimination laws, Connecticut has its own state law – the Connecticut Fair Employment Practices Act – which enhances federal proscriptions against retaliation and discrimination in the workplace.
And Connecticut lawmakers frequently tinker around the edges of the law to improve it for workers or to make it applicable to more workers.
The same is true in 2022. At the beginning of this month, the law was enhanced to provide greater protections to workers. Public Act 22-82 contains all the new provisions.
Under most federal laws, anti-discrimination policy applies only to employers with 15 employees or more. In Connecticut, an employer with just one employee can be held accountable for discrimination and retaliation. That makes sense. I know that there are policy reasons for only applying the law to larger employers, but if discrimination is wrong, it is wrong for all employers, not just those with 15 or more employees.
The new Connecticut law also adds another protected class of employees to the long list of those protected from discrimination. Connecticut has taken the lead nationally by extending anti-discrimination protections to survivors of domestic violence. Employers cannot make hiring or firing decisions because an employee has been subjected to domestic violence.
The law goes...
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