Sexual Orientation & Gender Identity Discrimination in Hartford

Work Directly with the Attorney Handling Your Case

Workplace decisions based on an employee’s LGBTQ+ status can violate Connecticut and federal law. At Cicchiello & Cicchiello, LLP, we represent employees facing adverse employment actions tied to these protected characteristics.

We serve employees in Hartford, Hartford County, Litchfield County, and Middlesex County. Our four partners have more than 80 years of combined experience, including work in Connecticut state and federal courts. Clients work directly with the attorney handling their case. Our attorneys and staff return calls and emails the same day, explain each stage in understandable language, and provide updates as the case progresses.

Call (860) 866-1024 to discuss suspected workplace discrimination directly with our firm.

Connecticut Protections Against Workplace Discrimination

The Connecticut Fair Employment Practices Act identifies sexual orientation and gender identity or expression as protected bases in covered employment decisions. Connecticut has prohibited sexual orientation discrimination in public and private employment since 1991. Public Act 11-55 added gender identity or expression to the state’s protected classes effective October 1, 2011.

Potential warning signs include:

• Hiring or termination decisions: An employer refuses to hire an applicant or discharges an employee for reasons connected to a protected characteristic.
• Pay or promotion decisions: An employee receives different compensation or advancement opportunities under circumstances suggesting discriminatory treatment.
• Discipline or assignments: Workplace rules, schedules, duties, or disciplinary measures are applied differently because of protected status.
• Workplace harassment: Comments or conduct target an employee’s LGBTQ+ status.
• Retaliation: An employer takes adverse action after an employee reports discrimination or participates in a related process.

Connecticut’s definition of sexual orientation includes being identified with a sexual orientation. Protection can therefore apply when workplace treatment is based on a perceived orientation, even if the employer’s assumption is incorrect. Harassment and retaliation may also accompany a discriminatory decision and can be relevant to the overall facts.

How We Evaluate a Workplace Discrimination Case

We offer a free initial consultation and evaluate each employment discrimination case based on its facts. The discussion may address what happened, the employer’s explanation, and the records or witnesses that could establish the sequence of events.

A case may involve discriminatory treatment, workplace harassment, retaliation, or a combination of concerns. Depending on the evidence, the employer, and the applicable legal requirements, it may proceed through one or more of these paths:

• Negotiation
• Mediation
• Arbitration
• Litigation

The available path and potential outcome differ in every case. Our attorneys prepare thoroughly, negotiate confidently, and are ready to litigate when needed.

Discuss Your Workplace Treatment with Our Attorneys

If you believe an employment decision involved your orientation, gender identity, or gender expression, we can assess the circumstances and explain the legal options that may apply. This conduct is also sometimes described more broadly as LGBT discrimination.

Contact Cicchiello & Cicchiello, LLP for a free initial consultation through our contact form or by calling (860) 866-1024.