The following article was first posted on Berchem Moses PC's Labor and Employment Law Journal. It is reposted here with permission.
In a given year, about 2,000 complaints of employment discrimination are filed with the Connecticut Commission on Human Rights and Opportunities.
For some employers, the receipt of a CHRO charge is their first exposure to the legal system (other than unemployment).
The employer has only 30 days to respond to the charge, and only 10 days to choose whether to participate in a pre-answer conciliation process.
Employers need to be prepared to respond whenever a CHRO charge is filed.
The following is an employer's roadmap to the CHRO process.
Many employers (and virtually all large employers) in Connecticut face a CHRO charge at some time.
The filing of a charge does not mean that you or your employees are bad people, are going to jail, or are going to have to pay out a massive verdict.
Factually or legally baseless charges are, unfortunately, quite common. While using an attorney may seem like a costly proposition, in many cases, an attorney can help resolve the matter quickly and efficiently so that it does not hang over your head.
The next step is to determine whether there is insurance coverage that might cover the charge and to notify the carrier.
Typically, the appropriate carrier is the Employment Practices Liability Insurance carrier.
It is possible for a general business policy or other...
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