Connecticut employment law, like most states have laws against discrimination.
In the state of Connecticut the law protects the following individuals from discrimination: Anyone 40 or over Ancestry or National Origin Disability, including Physical, Mental or Learning AIDS HIV Gender Marital Status Pregnancy, Childbirth, and related Medical Conditions Race of Color Religion or Creed Sexual Orientation Genetic Testing Information Mental Retardation As you can see there are a number of categories listed above that everyone at some point in their life will fall into.
This makes it very difficult for employers if they do not insure that they are treating everyone fairly and equally.
However, generally they will find themselves in trouble when they make...
For the most part an employer will comply with the Connecticut employment law without any problems.
However, generally they will find themselves in trouble when they make uncalled for statements, such as, we need some new blood around! Or maybe saying something like, those types of people...
! You generally won't hear anything from anyone until your deny them an opportunity later.
One way to make sure that you make your position on discrimination clear in your workplace is to include an Equal Employment Opportunity statement in your employee handbook.
Your employee handbook can inform your employees that you will not tolerate discrimination within the workplace, and well as what they can do if they fill they have been discriminated against.
Most employee handbook templates software will have well written example policies that you can modify to fit your business.
On the other hand, if the employee quits...
Other Connecticut employment law guidelines include everything from when an employee receives their final paycheck if they are terminated or quit, to smoking within the workplace and everything in between.
As an example Connecticut employment law demands that you must pay a terminated employee no later than the very next business day.
On the other hand, if the employee quits, you can wait to issue their final paycheck on the next payday scheduled.
Vacation is one of those issues that we will not address in this article; however, it should be included in your employee handbook.
If your business requires drug testing as a condition of employment Connecticut employment law requires that you inform any potential employee in writing.
Any drug and alcohol testing can get very complicated and you should consult a legal employment professional before taking any specific position on it within your business.
If you do decided to go forward with a drug and alcohol program policy make sure you include it in your employee handbook.
As a minimum you may want to consider using language that makes it against company policy to be intoxicated in any way when on duty, or in an on call status.
Please understand that on any employment law issue it is important that you should always consult with an employment attorney or legal professional.
Laws continually change whether through the legislature of court rulings.
Because they can change quickly you must protect yourself by finding out the most current laws.