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Summary of differences between federal and state regulations
There is no one federal law that specifically addresses employment applications, although there are record retention guidelines under a variety of federal laws (see the Recordkeeping topic) and non-discrimination provisions for hiring in general (see the Discrimination topic).
An employer may not ask, on an application form, about any arrest or criminal conviction records which have been erased. An application form that asks about an applicant’s criminal history must clearly state the applicant is not required to disclose any information regarding erased records. The portion of the application form containing the criminal history record of the applicant is to be available only to the Personnel Department or person in charge of hiring, and to those interviewing the applicant. §31-51i
An employer may not require information from an applicant relating to the individual’s child-bearing age or plans, pregnancy, family responsibilities, unless the information is directly related to a bona fide occupational qualification. §46a-60(9)
Salary history inquiries
Effective January 1, 2019, employers are banned from making inquiries into a prospective employee’s wage and salary history, as well as the value of other previous compensation structures. The law applies to all employers with one or more employees. An employee who feels this law has been violated will have two years to file a claim.
State
Contact
Connecticut Department of Labor
Regulations
Connecticut General Statutes Title 31, chapter 557, §31-51i
www.cga.ct.gov/current/pub/chap_557.htm#sec_31-51i
Connecticut General Statutes Title 46a, chapter 814c, §46a-60(9)
www.cga.ct.gov/current/pub/chap_814c.htm#sec_46a-60
Federal
Contacts
None.
Regulations
None.