Posts tagged with "labor and employment law"

What Should an Employee Do if He Believes He is a Victim of Discrimination in Connecticut?

An employee who thinks he is being discriminated against should speak with an attorney with labor and employment law experience to determine if his employer has violated any law and what can and should be done to remedy the situation or to seek relief from the appropriate agency or court.  Discrimination claims usually are governed by strict deadlines, so it is important to speak with a lawyer quickly after any adverse employment action.  For example, in Connecticut, employees who wish to bring a discrimination claim typically must file a complaint with the Connecticut Commission on Human Rights and Opportunities within 180 days of the last adverse employment action.

If you have any questions related to employment discrimination in Connecticut, please contact Joseph C. Maya, Esq. at (203) 221-3100 or e-mail him directly at JMaya@Mayalaw.com.

What Should an Employee Do if He Believes He is a Victim of Discrimination in Connecticut?

An employee who thinks he is being discriminated against should speak with an attorney with labor and employment law experience to determine if his employer has violated any law and what can and should be done to remedy the situation or to seek relief from the appropriate agency or court.  Discrimination claims usually are governed by strict deadlines, so it is important to speak with a lawyer quickly after any adverse employment action.  For example, in Connecticut, employees who wish to bring a discrimination claim typically must file a complaint with the Connecticut Commission on Human Rights and Opportunities within 180 days of the last adverse employment action.

If you have any questions related to employment discrimination in Connecticut, please contact Joseph C. Maya, Esq. at (203) 221-3100 or e-mail him directly at JMaya@Mayalaw.com.

What Should an Employee Do if She Has Been Sexually Harassed in Connecticut?

As a first step, the employee should review her company’s sexual harassment and complaint policy to determine what avenues are available to her internally to address the situation.  In some circumstances, employees may have to comply with the employer’s established policies and procedures in order to later bring a legal action.  The employee may also consider telling the harasser to stop the offensive behavior, whether in person, by email or by writing a letter.  Regardless of how it is done, the communication should describe the offensive conduct, make clear that it is unacceptable and that it must stop.  As a next step, the employee may speak to a supervisor or to human resources department.   In all events, the employee should document the steps she has taken to complain about or curtail the harassment.

An employee should also consider talking to an attorney with experience in labor and employment law to better understand her rights, particularly if an employer is unwilling or unable to take steps to address any harassment.   Frequently, deadlines for bringing a formal complaint are very strict, so it is generally helpful to talk to an attorney promptly.

If you have any questions related to sexual harassment and discrimination in Connecticut, please contact Joseph C. Maya, Esq. at (203) 221-3100 or e-mail him directly at JMaya@Mayalaw.com.