Scope of Representation
Defense employment litigation is representation of employers against claims and administrative charges alleging violations of state or federal workplace law. I defend Connecticut employers against administrative charges filed with the CHRO and EEOC and against lawsuits in Connecticut state court, handling investigation, discovery, and dispositive motions such as summary judgment.
Matters Handled
The scope of representation encompasses a focused range of legal matters within this practice area:
- CHRO charges, EEOC notices, and Superior Court complaints
- Connecticut anti-discrimination and federal Title VII and related statutes
- Wage and hour claims
- ERISA disputes
- Common-law wrongful discharge theories
Each matter is rigorously evaluated against statutory deadlines, evidentiary burdens, and the applicable legal framework.
Initial work identifies the allegations, the contemporaneous documents, and the claim's elements, deadlines, and remedies. The defense is tailored to those specific claims.
Proceedings & Forums
Many matters begin at the CHRO or EEOC before they reach Superior Court. Position statements, document production, and witness interviews at the agency stage often become the factual record in later litigation.
Critical Deadline: 300 Days
CFEPA claims must be filed with the CHRO within 300 days of the discriminatory act under CGS § 46a-82(f)(2)1. Missing this deadline permanently bars the claim.
I represent employers through investigation, conciliation, and public hearing when a charge does not resolve administratively. In court, summary judgment is often the primary pretrial disposition. The motion turns on whether the employer articulates a legitimate, non-discriminatory reason for the challenged action and whether the opposing evidence creates a genuine dispute of material fact under the applicable statute.
Documentation matters: Performance reviews, discipline notices, investigation records, and contemporaneous correspondence are the materials courts examine. Incomplete or inconsistent records limit available defenses. A written policy that was not followed, or an incomplete harassment investigation, weakens defenses that would otherwise be available. I assemble and evaluate the existing record before responding to an agency charge.
Related Services
Authorities Cited
- CGS § 46a-82(f)(2) ↩