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Employer defined
“Employer” includes the state and all political subdivisions and means any person or employer with three or more persons in his employ.
Unlawful employment practices
The unlawful employment practices, as well as the exemptions, are similar to those under the federal Pregnancy Discrimination Act. It is a discriminatory practice for an employer, by himself or his agent:
Reasonable accommodations include being allowed to sit while working, taking more frequent or longer breaks, periodic rest, help with manual labor, job restructuring, light duty, modified work schedules, temporary transfers to less strenuous or hazardous work, time off to recover from childbirth, or break time and appropriate facilities for expressing breast milk.
It is unlawful to request or require from an employee or person seeking employment information regarding child bearing age or plans, pregnancy, function of the individual’s reproductive system, use of birth control, or familial responsibilities, unless the information is directly related to a bona fide occupational qualification or need. However, an employer may, through a physician, request from an employee any such information which is directly related to workplace exposure to substances which may cause birth defects or constitute a hazard to an individual’s reproductive system or to a fetus if the employer first informs the employee of the hazards involved in such exposure.
After informing an employee of a workplace exposure to substances which may cause birth defects or constitute a hazard to an employee’s reproductive system or to a fetus, it is unlawful to fail or refuse:
The above is not intended to prohibit an employer from taking reasonable measures to protect an employee from exposure to such substances. “Reasonable measures” are those consistent with business necessity and are least disruptive of the terms and conditions of the employee’s employment.
Employers must provide notice of the employee rights to new employees when they start work, existing employees within 120 days of 10/1/2017, and within 10 days of any employee who informs the employer of her pregnancy.
Contact
Connecticut Commission on Human Rights & Opportunities
Regulations
General Statutes of Connecticut, Title 46a, chapter 814c, sec. 46a-60. Discriminatory employment practices prohibited
Contact
Equal Employment Opportunity Commission (EEOC)
Regulations
Pregnancy Discrimination Act, Public Law 95-555, 92 Stat. 2076 (1978)
29 CFR Parts 1604.10, Employment policies relating to pregnancy and childbirth.
Appendix A to Part 1604, Questions and Answers on the Pregnancy Discrimination Act, Public Law 95-555, 92 Stat. 2076 (1978)