What Counts as Wrongful Termination in Connecticut?

Wrongful termination is confusing, not only because it might come out of nowhere but also because the reason might be ambiguous. Largely, when an employee is fired for unlawful reasons, federal or state laws are violated. In Connecticut especially, employment law has a robust coverage against discriminatory practices. These laws exist to foster an effective workplace. However, some employers take laws as simple suggestions…

Sex Discrimination and Participation in #MeToo

Sex discrimination in the workplace involves unfair treatment based on an employee’s sex or gender. Participation in the #MeToo movement, which encourages victims of sexual harassment to speak out, has unfortunately led to retaliation against those who come forward. Employers might unlawfully terminate employees who report sexual harassment or discrimination, which is prohibited under both state and federal law. Connecticut’s Fair Employment Practices Act and Title VII of the Civil Rights Act of 1964 protect employees from such discrimination. 

Race Discrimination

Race discrimination occurs when an employee is treated unfavorably because of their race or characteristics associated with race, such as skin color or hair texture. This type of discrimination is illegal under the Connecticut Fair Employment Practices Act and Title VII of the Civil Rights Act of 1964. Wrongful termination based on race can manifest in various forms, such as being fired for complaining about racial slurs or for opposing discriminatory practices in the workplace. 

Age Discrimination

The Age Discrimination in Employment Act (ADEA) and Connecticut’s state laws protect employees aged 40 and older from being discriminated against based on their age. Wrongful termination due to age discrimination can happen when an older employee is fired in favor of a younger, less experienced worker, or when they are let go under the guise of a reduction in force while younger employees are retained. 

Religious Discrimination

Religious discrimination involves treating an employee unfavorably because of their religious beliefs or practices. This can include being fired for requesting time off for religious observances, wearing religious attire, or discussing one’s faith at work. Both the Connecticut Fair Employment Practices Act and Title VII of the Civil Rights Act of 1964 prohibit such discriminatory practices. 

Naturally, employers are never going to say out-loud that an employee was terminated due to discriminatory reasons. This is something that an experienced attorney can research and find evidence for when litigating your case! If you strongly suspect that your termination was motivated by discriminatory reasons, seeking the services of an experienced attorney can get you the fair compensation you deserve!