What Connecticut Employees Need to Know Before Filing a CHRO Complaint
By: Sara Bigman
The Connecticut Commission on Human Rights and Opportunities ("CHRO") is the state agency responsible for investigating claims relating to alleged employment discrimination, harassment, retaliation, and the like.
Most claims must be filed with the CHRO within 300 days of the discriminatory act, unless there is a continuing course of conduct. This is an unforgiving deadline, and missing it could mean the employee’s claims are barred forever. An experienced employment attorney can help ensure the complaint is timely brought against the correct parties, accurately describes the discriminatory conduct, and preserves all potential legal claims the employee may have.
Employees should also be aware that they cannot immediately file a lawsuit in court, as Connecticut law generally requires employees to “exhaust” administrative remedies by first filing with the CHRO and/or the Equal Employment Opportunity Commission (“EEOC”). If the CHRO is unable to resolve the case, employees may request a Release of Jurisdiction and pursue their matter in state or federal court. Strategic decisions about whether to remain in the CHRO process or seek an early release and continue the case in state or federal court can significantly affect the process, length, and result of a case. Every situation is different and should be evaluated with the help of counsel. The CHRO process can be complicated, and the decisions made at the beginning of a case often affect its ultimate outcome.
If you believe you were subjected to discrimination, harassment, or retaliation in the workplace, please contact one of our experienced Connecticut employment attorneys to help you understand your rights and determine the best strategy.
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