Connecticut Military Service (USERRA) laws & HR compliance analysis

Connecticut Military Service (USERRA): What you need to know

Much like the federal government, which has enacted the Uniformed Services Employment and Reemployment Rights Act (USERRA), many states have enacted laws to protect the employment status of the men and women who serve in the armed forces (38 USC 4301et seq.).
Connecticut has enacted such a law.
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Remember that USERRA, a federal law, preempts any state law that is less protective of the employment and reemployment rights of uniformed service people. That is, if Connecticut law is less protective than USERRA, the rights given by USERRA will apply and not the less protective Connecticut law. In addition, if Connecticut law is more protective than USERRA, the Connecticut law will apply.
Connecticut prohibits discrimination against members of the armed forces (CT Gen. Stat. Sec. 52-571).
Employers are required to grant leave to an employee who, as a part of his or her service in the armed forces of the state or any reserve component of the armed forces of the United States, is ordered to perform military duty, including meetings or drills.
An employee may not be subjected to any loss or reduction of vacation or holiday privileges due to his or her absence, or be prejudiced by reason of such absence with regard to promotion or continuance in office or employment, reappointment to office, or reemployment (CT Gen. Stat. Sec. 27-33a).
“Armed forces of the United States” means the United States Army, Navy, Marine Corps, Coast Guard, and Air Force, and any reserve component thereof, including the Connecticut National Guard (CT Gen. Stat. Sec. 27-103).
“Armed forces of the state” means the organized militia, the National Guard, and the naval militia and marine corps ...

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