Connecticut: Victims of Domestic Violence are Added as a Protected Class

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APPLIES TO

All Employers with CT Employees

EFFECTIVE

October 1, 2022

 

QUESTIONS?

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(888) 378-2456

Earlier this year, the Connecticut Legislature oversaw an expansion of the Connecticut Fair Employment Practices Act (CFEPA). Most notably, victims of domestic violence have been added as a protected class. This means employers cannot discriminate against an employee in regard to their compensation or terms, conditions, or privileges of employment because of their status as a victim of domestic violence. Connecticut employers with three or more employees must also post in a prominent and accessible location information concerning domestic violence and resources available to victims.  

 

An employer also cannot deny an employee’s request for a reasonable leave of absence for the following covered reasons: 1) to seek attention for injuries caused by domestic violence including for a child who is a victim of domestic violence; 2) obtain services including safety planning from a domestic violence agency or rape crisis center as a result of domestic violence; 3) to obtain psychological counseling related to an incident or incidents of domestic violence, including for a child who is a victim of domestic violence; 4) to take actions to increase safety from future incidents of domestic violence, including temporary or permanent relocation; or 5) to obtain legal services, assisting in the prosecution of domestic violence, or otherwise participate in legal proceedings in relation to the incident(s) of domestic violence.  

 

An employee who takes leave in accordance with the new law must provide a certification to the employer within a reasonable time after the absence. The bill provides the following as acceptable certifications: 1) a police report showing the employee or employee’s child was a victim of domestic violence; 2) a court order protecting or  separating the employee or employee’s child from the perpetrator; 3) other evidence from the court or prosecuting attorney that the employee appeared in court; or 4) documentation from a medical professional, domestic violence counselor, or other health care provider that the employee or employee’s child was receiving services, counseling, or treatment due to domestic violence. If the domestic violence results in a physical or mental disability, then the employee must be treated similar to other employees with any other disability. Since the effective date is right around the corner, employers should move swiftly to update their policies. 

 

Action Items 

  1. Review the bill here. 
  2. Revise anti-discrimination and leave policies accordingly. 
  3. Have appropriate personnel trained on updates for granting leave and certifications. 
  4. Subscribers can call our HR On-Call Hotline at (888) 378-2456 for further assistance.

 

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2022 ManagEase