Connecticut Affirmative Action laws & HR compliance analysis

Connecticut Affirmative Action: What you need to know

Affirmative action laws require an employer to make proactive efforts to represent individuals from certain protected classes in the workplace at levels comparable to those for unprotected groups. Affirmative action requirements are separate and distinct from nondiscrimination laws, which prohibit discriminatory acts against protected persons but do not mandate proactive steps in their favor. This section is limited to a discussion of affirmative action requirements. There is additional information about affirmative action requirements.
To see a state-approved sample affirmative action plan, go to the state Committee on Human Rights and Opportunities website at
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The Connecticut Fair Employment Practices Act prohibits employment practices that discriminate on the basis of race, color, religious creed, age, sex, gender identity or expression, marital status, national origin, ancestry, present or past history of mental disability, intellectual disability, learning disability or physical disability, including, but not limited to, blindness . It covers all employers of three or more workers (CT Gen. Stat. Sec. 46a-60, Sec. 46a-81c). Employers are also prohibited from taking any form of reprisal against employees who file discrimination complaints.
There is no specific affirmative action provision covering private employers.
Affirmative action plans are required in certain circumstances in which specific requirements are met.
Contractors. Any contractor with 50 or more employees who is awarded a state public works contract for $50,000 or more in any fiscal year must comply with an affirmative ...

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