Connecticut Hiring laws & compensation compliance analysis

Connecticut Hiring: What you need to know

The Connecticut Fair Employment Practices Act prohibits employers from discriminating against applicants or employees based on age, race, color, religious creed, sex, gender identity or expression, sexual orientation, marital status, national origin, ancestry, genetic information, status as a veteran (effective October 1, 2017), present or past history of mental disorder, intellectual disability, learning disability, or physical disability, including, but not limited to, blindness, unless a bona fide occupational qualification (BFOQ) applies (CT Gen. Stat. Sec. 46a-51 et seq. and Sec. 46a-81c). The law covers employers with three or more employees. Details on this and other Connecticut civil rights laws are available.
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The BFOQ exception allows an employer to make an employment inquiry only where the inquiry is reasonably necessary to the normal operation of the employer's business and there is no less intrusive way to ensure that the applicant will be able to perform the essential functions of the job in question. In order to be a BFOQ, a characteristic must be absolutely essential to the applicant's ability to perform the job (e.g., being female would be a legitimate BFOQ for a person applying for a job as a model of women's clothing). The BFOQ exception applies only in limited circumstances and, in general, courts have been extremely reluctant to sanction otherwise discriminatory practices on BFOQ grounds. Employers should use caution in relying on the BFOQ rationale.
State law requires that employment application forms that contain any question concerning the criminal history of the applicant contain a notice, in clear and conspicuous language, that an ...

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