Practice Areas
Plaintiff Employment Litigation
Pursuing claims for employees who have faced illegal discrimination, harassment, retaliation, or wrongful termination in Connecticut.
What I Offer
I represent Connecticut employees in employment discrimination, harassment, retaliation, and wrongful termination matters, from initial evaluation and agency filings through litigation and settlement.
What Plaintiff Employment Litigation Is
Plaintiff employment litigation is the legal process through which an employee sues their employer for violating federal or state workplace laws. Common claims in Connecticut include discrimination based on a protected characteristic, sexual harassment, retaliation for reporting illegal conduct, and wrongful termination that violates public policy. Most cases must first be filed with an administrative agency, like the Connecticut Commission on Human Rights and Opportunities (CHRO) or the EEOC, before a lawsuit can be brought in court to seek remedies like back pay or reinstatement.
Additional Information
Evaluating Your Claim
Not every unfair treatment supports a lawsuit. Discrimination, harassment, and retaliation claims require a protected characteristic or protected activity and an adverse action tied to it. Wrongful termination in Connecticut turns on whether the discharge violated a clear public policy, not simply whether the employer acted harshly or inconsistently.
I evaluate the facts, the documents you have, and whether the timeline still permits a charge before recommending litigation. If the record or deadline does not support a claim, I say so.
The Administrative Process (CHRO and EEOC)
Most employment discrimination claims must go through the Connecticut Commission on Human Rights and Opportunities or the EEOC before you can file in court. That administrative process includes intake, investigation, and a right-to-sue letter if the agency does not resolve the matter. Whether to file with the CHRO, the EEOC, or both depends on the claim and what remedy you need.
I handle charge drafting, responses to employer position statements, conciliation, and the transition to Superior Court when administrative exhaustion is complete.
Critical Filing Deadlines
A discrimination charge with the CHRO must be filed within 300 days of the act complained of (CGS § 46a-82(e)). That deadline is jurisdictional. Missing it ends the claim regardless of how strong the underlying facts are.
Each new discriminatory or retaliatory act may start its own clock, but you cannot assume an old incident remains open. Dates, witnesses, emails, and screenshots matter. Documentation while events are fresh is usually what separates a viable claim from a disputed record.
Litigation and Settlement
If the matter proceeds to court, the case turns on what the employer knew, when they knew it, and what they did about it. Depositions, discovery, and summary judgment motions follow a predictable sequence, but outcomes depend on the specific record.
Many cases resolve through negotiation before trial. I represent employees from initial consultation through agency proceedings, litigation, and settlement when the facts and timeline support moving forward.