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Connecticut ADA: What you need to know

The Connecticut Fair Employment Practices Act (CFEPA) prohibits discrimination on the basis of mental disability, mental retardation, learning disability, or physical disability, including blindness (CT Gen. Stat. Sec. 46a-60). The Act covers all public employers and private employers with three or more employees.

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The Act defines the terms "physically disabled", "learning disability," and "mental disability."

Physically disabled. An individual who is "physically disabled" is any individual with a chronic physical handicap, infirmity, or impairment, whether congenital or resulting from bodily injury, organic processes or changes, or from illness, such as epilepsy, deafness or hearing impairment. Reliance on a wheelchair or other remedial device also is included in the definition.

Learning disability. A "learning disability" refers to an individual who exhibits a severe discrepancy between educational performance and measured intellectual ability and who also shows a disorder in understanding or in using spoken or written language or doing mathematical calculations.

Mental disability. "Mental disability" refers to an individual who has a record of having one or more mental disorders, or is regarded as having one or more mental disorders defined by the American Psychiatric Association.

Under the Americans with Disabilities Act (ADA), an individual with a disability is one who:

  • Has a physical or mental impairment that substantially limits one or more major life activities
  • Has a record of such impairment (e.g., a former drug addict or a recovered heart attack victim), or
  • Is regarded as having such an impairment.

Note: Under the ADA, the term "disability" means a mental or physical impairment that ...


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Discrimination
Definitions
ADA Compared
Reasonable Accommodation
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Connecticut ADA Resources

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