Key Terms Explained
Legal Glossary
Core definitions of statutory concepts, administrative procedures, and legal terms governing Connecticut employment disputes and workplace compliance.
At-Will Employment
In Connecticut, employment is presumed to be "at-will," meaning either the employer or employee can terminate the employment relationship at any time, for any reason or no reason, unless there is a specific agreement or statute that provides otherwise.
CHRO
The Connecticut Commission on Human Rights and Opportunities is the state agency that investigates and resolves discrimination complaints, enforces Connecticut's anti-discrimination laws, and promotes equal opportunity in employment, housing, and public accommodations.
CFEPA
The Connecticut Fair Employment Practices Act (CGS §§ 46a-51 et seq.) prohibits employment discrimination based on protected characteristics including race, color, religious creed, age, sex, gender identity or expression, marital status, national origin, ancestry, intellectual disability, learning disability, physical disability, and veteran status.
Contingency Fee
A fee arrangement where the attorney's fee is a percentage of the recovery obtained for the client. If there is no recovery, no attorney's fee is owed. Clients remain responsible for costs and expenses regardless of the outcome.
EEOC
The U.S. Equal Employment Opportunity Commission is the federal agency that enforces federal anti-discrimination laws including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and others.
Exhaustion of Administrative Remedies
The requirement that a claimant must first pursue available administrative remedies (such as filing with the CHRO or EEOC) before filing a lawsuit in court. In employment discrimination cases, this typically means filing with CHRO within 300 days.
FMLA
The Family and Medical Leave Act provides eligible employees with job-protected leave for certain family and medical reasons. Connecticut has its own FMLA with broader coverage than the federal version.
Frontloading
A method of providing paid sick leave where the employer grants all required sick time at the beginning of the benefit year, rather than having employees accrue it gradually throughout the year.
Hostile Work Environment
A form of harassment that is severe or pervasive enough to alter the conditions of employment and create an abusive working environment. Can be based on sex, race, religion, or other protected characteristics.
IOLTA
Interest on Lawyers' Trust Accounts - a trust account where attorneys hold client funds separately from their own funds. Settlement proceeds are typically processed through IOLTA accounts.
Pretext
In employment discrimination cases, when an employer's stated reason for an adverse employment action (such as termination) is false, and the real reason is discriminatory. Proving pretext is a key element in discrimination claims.
Protected Class
A group of people who are protected from discrimination under anti-discrimination laws. In Connecticut, protected classes include race, color, religious creed, age, sex, gender identity or expression, marital status, national origin, ancestry, mental disability, learning disability, physical disability, veteran status, and others.
Reasonable Accommodation
An adjustment or modification provided by an employer to enable an employee with a disability, or a religious practice, to perform the essential functions of the job, unless doing so would cause undue hardship.
Retaliation
Adverse action taken against an employee for engaging in protected activity, such as reporting discrimination, participating in an investigation, or opposing illegal conduct. Retaliation is itself illegal under anti-discrimination laws.
Right-to-Sue Letter
A letter issued by the CHRO or EEOC that gives the complainant permission to file a lawsuit in court. This is typically issued after the administrative investigation is complete, either because the agency found no reasonable cause or because conciliation efforts failed.
Summary Judgment
A ruling by a court that resolves a case without a trial when there are no genuine disputes of material fact. In employment cases, this often occurs when the evidence shows the employer had a legitimate, non-discriminatory reason for its actions and the employee cannot prove pretext.
Title VII
The primary federal anti-discrimination law (42 U.S.C. §§ 2000e et seq.) that prohibits employment discrimination based on race, color, religion, sex, or national origin. Covers employers with 15 or more employees.
Wrongful Termination
Termination of employment that violates a statute, public policy, or an employment contract. In Connecticut, most wrongful termination claims are brought under specific anti-discrimination statutes or as violations of public policy.
Note: This glossary provides general explanations and is not legal advice. Employment law is complex and fact-specific. For advice about your particular situation, please contact the firm to schedule a consultation.