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There are a number of Connecticut and Federal laws that provide rights and protections to at-will employees such as anti-discrimination, harassment and retaliation laws, laws governing wages, family and medical leave laws and laws protecting whistleblowers. The attorney can help you understand your rights and how to best protect yourself, as well as discuss whether to assert a claim of discrimination (whether informally by making your concerns known to the employer, or formally by filing a discrimination complaint with the appropriate agency). Sexual harassment is a form of illegal sex discrimination defined by unwelcome sexual conduct which affects the terms and conditions of a person’s employment or which creates a hostile work environment. However, it is unlawful for an employer to refuse to hire or promote, to discipline, to terminate, to harass or to otherwise treat an employee differently because of the person’s: · Race · Color · National Origin · Religion · Age (under Federal law, this means if you are age 40 or older) · Sex/Gender (including pregnancy and pregnancy related medical conditions) · Sexual orientation (in Connecticut and some other states) · Physical, mental or learning disability (as defined by the disability laws) · Genetic Information · Marital Status (in Connecticut) · Criminal Record (in state employment & licensing only). What should an employee do if s/he thinks s/he is being unlawfully discriminated against on the basis of one of the reasons listed above? Talk to an attorney, preferably one with experience in labor and employment law, about what has occurred.Employees who take leave under the FMLA may have to follow the employer’s rules about giving advance notice and/or about providing certification from a treating doctor.In addition, under Connecticut's Paid Sick Leave Act, employers with at least 50 employees must provide paid sick leave - up to 40 hours per calendar year - to "service workers." Under this law, accrued sick leave can be used for the worker's own illness or injury (including to obtain medical treatment or care), as well as for the illness or injury of a child or spouse (including medical care or treatment).If you are disabled and believe your employer has refused to provide you with a reasonable accommodation, you should talk to an experienced labor and employment attorney.There are some limited circumstances when an employer can require a job applicant to answer medical questions, take a medical exam or identify a disability.
If you think you are not being paid overtime for which you are entitled, you should talk to an experienced labor and employment attorney and/or contact the CT Department of Labor. Can an employer pay a man a higher rate of pay than a woman in the same position? The law requires that men and women in the same workplace be given equal pay for equal work if their jobs are substantially equal in terms of skill, effort and responsibility and are performed under similar conditions.
But what exactly constitutes “retaliation” is a complicated question, the answer to which often depends on the specific facts at issue. Unfortunetly, there is no general anti-bullying law that applies to workplace situations.