Connecticut Disabilities (ADA) laws & HR compliance analysis

Connecticut Disabilities (ADA): What you need to know

The Connecticut Fair Employment Practices Act (CFEPA) prohibits discrimination based on an individual’s present or past history of mental disability, intellectual disability, learning disability, or physical disability, including blindness (CT Gen. Stat. Sec. 46a-60). The Act covers all public employers, private employers with three or more employees, employment agencies, and labor organizations.
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Unpaid interns. All employers, regardless of size, are prohibited from discriminating against unpaid interns based on disability.
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 being hard of hearing. 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 one or more of the basic psychological processes involved in understanding or in using spoken or written language, which may manifest itself in a diminished ability to listen, speak, read, write, spell, or to do 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 ...

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