The Administrative Process
Administrative exhaustion before the Connecticut Commission on Human Rights and Opportunities (CHRO) or the U.S. Equal Employment Opportunity Commission (EEOC) is a jurisdictional prerequisite to filing an employment discrimination or retaliation lawsuit in court. Under CGS § 46a-82(f)(2)1, a complaint alleging violations of the Connecticut Fair Employment Practices Act must be filed with the CHRO within 300 days of the discriminatory act. Federal Title VII, ADA, and ADEA claims must similarly be filed within 300 days with the EEOC in dual-filing jurisdictions like Connecticut.
Filing Deadline: CHRO / EEOC Charges
Charges must be filed within 300 days of the discriminatory act under CGS § 46a-82(f)(2). If an EEOC right-to-sue notice is issued, federal court actions must be filed within 90 days of receipt. Missing these statutory deadlines permanently bars the claims.
The CHRO proceeding begins with the complaint and the respondent's verified answer under oath. The agency typically schedules mandatory early mediation. If unresolved, an investigator conducts document discovery, reviews witness statements, and determines whether reasonable cause exists to believe discrimination occurred. If reasonable cause is found and conciliation fails, the matter certifies to a formal public hearing prosecuted by the agency under CGS § 46a-862, where back pay (up to two years prior to filing), front pay, actual damages, and attorney's fees may be awarded.
For Employers
An employer's position statement is the foundational defense pleading. It frames the factual narrative, defines the legitimate, non-discriminatory business reasons for the challenged personnel action, and submits the contemporaneous documentary record necessary to secure an early no-cause finding or dismissal.
I represent employers throughout the agency investigation: drafting position statements, representing management in mandatory mediation, managing document disclosures to protect confidential business information, and preparing witnesses for investigator interviews.
For Employees
The administrative charge must articulate the specific statutory protections, adverse actions, and comparative evidence required to satisfy prima facie requirements. A properly drafted complaint maximizes settlement leverage during mandatory mediation and preserves all claims for subsequent court action.
I represent employees through the entire administrative lifecycle: drafting detailed verified complaints, preparing rebuttal submissions to employer position statements, advocating at CHRO mediation, and securing a release of jurisdiction (right-to-sue letter) to proceed to Superior Court when administrative resolution is inadequate.