Connecticut AIDS and Disease: What you need to know

The Connecticut Fair Employment Practices Act prohibits discrimination in employment based on mental or physical disability. The law applies to employers with three or more employees (CT Gen. Stat. Sec. 46a-51 et seq.). The Act mandates that employers offer reasonable accommodations to allow individuals with disabilities to work, as long as offering the necessary accommodation does not create an undue hardship for the employer's business. There is more information.
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The state law requires that no person may order a test for human immunodeficiency virus (HIV) infection or acquired immunodeficiency syndrome (AIDS) without first obtaining consent of the individual (CT Gen. Stat. Sec. 19a-581 et seq.).
Employers are prohibited from requesting or requiring genetic information from an applicant or employee as a condition of employment. Employers are also prohibited from discriminating against any person on the basis of genetic information about the person. The prohibition includes requesting or requiring genetic information about a member of an applicant's or employee's family (CT Gen. Stat. Sec. 46a-60(11)).
Federal law compared. The federal Genetic Information Nondiscrimination Act (GINA) prohibits employers from discriminating against employees or applicants on the basis of genetic information about employees, applicants, or their family members. GINA applies to all public employers, private employers with 15 or more employees, employment agencies, and labor organizations. Detailed information is available.
Many employers have prepared response plans for pandemic flu. A response plan typically addresses anticipated employee absences and the resulting impact on ...

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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