Prior to October 1, 2019, complaints needed to be filed with the Equal Employment Opportunity Commission (EEOC) or the Connecticut Commission on Human Rights and Opportunities (CHRO) within 180 days of the alleged act of discrimination, or within 180 days from the time the complainant became aware of the act. For federal claims under state or local laws prohibiting the same conduct, this period extended to 300 days. For acts of discrimination occurring on or after October 1, 2019, the filing period has been extended, allowing complaints to be filed with the CHRO and EEOC within 300 days from when the complainant became aware of the discriminatory act.
Filing a complaint with either the CHRO or EEOC is a prerequisite to filing a claim in Connecticut Superior Court. When discrimination is part of a pattern of events, a complainant may be able to include all related events in their complaint, irrespective of when they occurred. This is known as a continuing violation, a concept often applicable in hostile work environment cases as opposed to isolated incidents of discriminatory conduct.
The statute of limitations for discrimination claims in Connecticut starts on the date of the alleged discriminatory act, not when the employee suspects bias. In termination cases, the clock starts on the cessation of employment date, not on the notice of termination date. This variability underscores the importance of consulting an attorney promptly when discrimination is suspected.
In Connecticut, after filing a complaint with the CHRO or EEOC, a lawsuit usually needs to be filed in Superior Court within two years. The CHRO mandates that a lawsuit has to be filed in Superior Court within 90 days of receiving a release of jurisdiction from the commission.
While most federal claims are subject to a 180-day filing requirement, different statutes may alter this timeline. For example, under the Equal Pay Act (EPA), claims must be filed within two years (three years in cases of willful discrimination) from the date of the last discriminatory payment. Similarly, claims under the Family and Medical Leave Act (FMLA) must be filed within two years (three years if willful discrimination) of the last alleged violation. Under the Age Discrimination in Employment Act (ADEA), lawsuits can proceed without an EEOC right to sue notice once 60 days have passed from the EEOC complaint filing.
Contact Us
If you have any questions about filing a workplace discrimination claim in Connecticut, or wish to consult an attorney regarding a legal matter, please contact Joseph C. Maya and the attorneys at Maya Murphy, P.C. at (203) 221-3100 or Jmaya@mayalaw.com to arrange a free initial consultation.
