Connecticut employment discrimination law is located in the following sections of the General Statutes of Connecticut.
Employment Rights Code.
Hazardous substances in employment
- 31-40g. Employers using or producing hazardous substances to reproductive systems.
- 31-40h. Prohibition of sterilization as condition of employment.
1-40s. Employment discrimination for use of tobacco products.
(a) No employer or agent of any employer shall require, as a condition of employment, that any employee or prospective
employee refrain from smoking or using tobacco products outside the course of his employment, or otherwise discriminate
against any individual with respect to compensation, terms, conditions or privileges of employment for smoking
or using tobacco products outside the course of his employment, provided any nonprofit organization or corporation
whose primary purpose is to discourage use of tobacco products by the general public shall be exempt from the provisions
of this section.
(b) Nothing contained in this section shall be construed to affect (1) the provisions of sections 31-40q and 31-40r
of the general statutes, (2) municipal hiring practices involving paid firefighters and paid police officers and
(3) any collective bargaining agreement between a municipality and paid firefighters or paid police officers.
31-75. Discrimination in compensation on account of sex.
No employer shall discriminate in the amount of compensation paid to any employee solely on the basis of sex.
Any difference in pay based on sex shall be deemed a discrimination within the meaning of this section, provided
nothing herein shall be deemed to prevent the operation of employment practices which recognize length of service
or merit rating as a factor in determining wage or salary rates.
31-76. Enforcement.
The Labor Commissioner shall carry out the provisions of section 31-75 either upon complaint or upon his own
motion. For this purpose, the commissioner, or his authorized representative, may enter places of employment, inspect
payrolls, investigate work and operations on which employees are engaged, question employees and take such action
as is reasonably necessary to determine compliance with section 31-75. Any employer who violates the provisions
of section 31-75 shall be liable to the employee or the employees affected for the difference between the amount
of wages paid and the maximum wage paid any other employee for equal work. Action to recover such difference may
be maintained in any court of competent jurisdiction by any one or more employees. Any agreement to work for less
than the wage to which such employee is entitled under section 31-75 shall not be a defense to such action. At
the request of any employee who has received less than the wage to which he is entitled under section 31-75, the
commissioner may take an assignment of such wage claim in trust and may bring any legal action necessary to collect
such claim. If judgment is rendered against an employer in any civil action brought to collect wages under the
provisions of this section, the employer shall be required to pay the taxable costs and such reasonable attorney's
fees as may be allowed by the court. No action shall be brought or any prosecution instituted for any violation
of section 31-75 unless within one year after the commission of the act complained of. Any person who violates
section 31-75 or any employer who discriminates in any manner against any employee because such employee has filed
a complaint or taken any other action as herein provided shall, upon conviction, be fined for each violation not
more than two hundred dollars.