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Beyond the federally protected classes (which include race, color, sex, age, national origin, religion, pregnancy, genetic information, disability, and veteran status), Connecticut regulates discrimination on the basis of genetic information, marital status, sexual orientation, gender identity or expression, and the use of tobacco products.
Employer defined
"Employer” includes the state and all political subdivisions and means any person or employer with three or more persons in his employ.
The provisions for unlawful employment practices do not apply to a religious corporation, entity, association, educational institution or society with respect to the employment of individuals to perform work connected with the carrying on of its activities, or with respect to matters of discipline, faith, internal organization or ecclesiastical rule, custom or law which are established by such corporation, entity, association, educational institution or society.
Natural hair discrimination
On March 10, 2021, Connecticut adopted legislation to ban natural hair discrimination in the workplace. Connecticut Governor Ned Lamont signed into law House Bill No. 6515, An Act Creating a Respectful and Open World for Natural Hair, which amends Connecticut’s anti-discrimination law to define race as “inclusive of ethnic traits historically associated with race, including, but not limited to, hair texture and protective hairstyles.” The new law further defines “protective hairstyles” as including, but not limited to, “wigs, headwraps and hairstyles such as individual braids, cornrows, locs, twists, Bantu knots, afros and afro puffs.”
Genetic discrimination
It is unlawful to:
"Genetic information” means the information about genes, gene products or inherited characteristics that may derive from an individual or a family member.
Sexual orientation and marital status discrimination
The unlawful employment practices regarding sexual orientation and marital status are similar to the protections for other classes, such as hiring and membership. An exemption is provided for a bona fide occupational qualification.
Gender identity or expression
Effective October 1, 2011, state law prohibits discrimination based on gender identity or expression. The term is defined as “gender-related identity, appearance or behavior, whether or not that gender-related identity, appearance or behavior is different from that traditionally associated with the person's physiology or assigned sex at birth.”
The employment protections are similar to for other protected classes (such as race, national origin, or religion) and include prohibitions against harassment. An exemption is included for certain religious organizations.
While offering protection to transsexual and transgender persons, the law does clarify that the gender identity must be “sincerely held, part of a person’s core identity, or not being asserted for an improper purpose.”
Use of tobacco products
Employers may not discriminate against employees or applicants who smoke or use tobacco products outside the course of employment. Nonprofit organizations or corporations whose primary purpose is to discourage the use of tobacco products are exempt from this requirement.
Contact
Commission on Human Rights & Opportunities
Regulations
General Statutes of Connecticut, Title 46a, chapter 814c, sec. 46a-60. Discriminatory employment practices prohibited
www.cga.ct.gov/current/pub/chap_814c.htm#sec_46a-60
General Statutes of Connecticut, Title 46a, chapter 814c, sec. 46a-81a. Sexual orientation discrimination, et. seq.
www.cga.ct.gov/current/pub/chap_814c.htm#sec_46a-81a
Contact
Equal Employment Opportunity Commission (EEOC)
Regulations
See applicable discrimination topic.