Attorney
Workers with disabilities in Connecticut have rights under both federal and state laws. The Americans with Disabilities Act (ADA) protects employees from discrimination based on disability. This law applies to private employers with at least 15 employees, as well as state and local governments. Under the ADA, employers must provide reasonable accommodations to help disabled employees perform their jobs unless the accommodations create an undue hardship. The ADA also prohibits retaliation against employees who assert their rights.
Connecticut law offers additional protections through the Connecticut Fair Employment Practices Act (CFEPA). This law covers employers with at least three employees, meaning it is more inclusive than the ADA. CFEPA also requires reasonable accommodations and prohibits discrimination based on physical or mental disabilities. Connecticut allows employees to file discrimination claims with the Connecticut Commission on Human Rights and Opportunities (CHRO), which investigates complaints and enforces state anti-discrimination laws.
Employees who face disability discrimination can also take legal action. They can file complaints with the Equal Employment Opportunity Commission (EEOC) for federal claims or the CHRO for state claims. In some cases, workers can also file lawsuits.
Reasonable Accommodations and Employer Responsibilities
The ADA requires employers with at least 15 employees to provide reasonable accommodations to help workers with disabilities perform their jobs unless doing so causes significant difficulty or expense. Under CFEPA, this requirement applies to Connecticut employers with at least three employees. Employees can request accommodations in writing or verbally. Employers must respond quickly and engage in discussions to find solutions. Accommodations might include modified work schedules, assistive technology, or job duty adjustments. Employers who refuse reasonable accommodations can face legal action.
Wrongful Termination and Retaliation
Employers cannot fire or punish workers for asserting their disability rights. The ADA and CFEPA prohibit firing or demoting employees or reducing their hours as retaliation for requesting accommodations or filing discrimination complaints. Examples of retaliation include wrongful termination, negative performance reviews, or workplace exclusion. Employees who experience retaliation can file complaints with the EEOC or the CHRO. Workers should document incidents and seek legal advice if they believe their employers have retaliated against them.
Harassment and Hostile Work Environments
Employers must take proactive steps to prevent workplace harassment based on disability. The ADA and CFEPA protect workers from offensive remarks, intimidation, or repeated discrimination that creates a hostile work environment. Harassment can come from supervisors, coworkers, or clients. Employers must investigate complaints and take corrective action. Employees should report harassment as soon as it happens. If an employer ignores complaints or allows harassment to continue, employees can file a claim with the EEOC or CHRO. If harassment affects an employee’s ability to work, legal action might be necessary.
Disability Discrimination Claims
Workers can file disability discrimination claims if an employer treats them unfairly due to a disability. The ADA and CFEPA prohibit employers from making job decisions based on disability status. Discrimination can include denying promotions, offering unequal pay, or refusing reasonable accommodations. Employees should keep records of discriminatory actions, including emails, performance reviews, and witness statements to support their claims. A successful claim could result in job reinstatement, back pay, or other legal remedies.
Filing a Disability Discrimination Complaint
Employment law attorneys can help employees file discrimination complaints and build strong cases. Workers must first file claims with the EEOC or CHRO before suing. Attorneys can negotiate settlements for these claims and represent employees in hearings. Deadlines for filing these claims vary, so employees should act quickly. In Connecticut, workers usually have 180 to 300 days to file a complaint.
Contact Our Stratford Employment Lawyer
If you face disability discrimination, wrongful termination, or denied accommodations, Mitchell & Sheahan, P.C. can help. Our attorneys understand federal and Connecticut employment laws and will fight for your rights. Contact us today to arrange your initial consultation and get the legal support you need.
Mitchell & Sheahan, based in Stratford, CT, also serves clients in Fairfield County, New Haven County, Greenwich, Danbury, White Plains, and New York.