Connecticut Pregnancy Discrimination Poster Required
The Pregnancy Discrimination Poster is a labor law posters poster by the Connecticut Department Of Labor. This is a mandatory posting for all employers in Connecticut, and businesses who fail to comply may be subject to fines or sanctions.
This notice is meant to protect pregnant women in the Connecticut workplace from discrimination and reasonable accommodations that may be provided. Such arrangements include light duty, breastfeeding rights, assistance with physical labor, and others listed on this poster. Employers are prohibited from denying pregnant women leave because of their disability and from retaliating against employees. The act also lists notice requirements and the complaint process should an employer be denying a worker's rights.
CT All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Connecticut and Federal poster requirements by clicking here .
NOTICE Connecticut General Statutes §§ 46a -60(a), (b)(7), (d)(1) Pregnancy Discrimination and Accommodation in the Workplace Covered Employers Each employer with more than 3 employee s must comply with t hese anti -discrimination and reasonable accommodation laws related to an employee or job applicant’s pregnancy, childbirth or related conditions, including lactation. Prohibition of Discrimination No employer may discriminate against an employee or job applicant because of her pregnancy, childbirth or other related conditions ( e.g., breastfeeding or expressing milk at work). Prohibited discriminatory conduct includes : • Terminating employment because of pregnancy, childbirth or related condition • Denying reasonable leave of absenc e for disability due to p regnancy (e.g., doctor prescribed bed rest during 6-8 week recovery period after birth)* • Denying disability or leave benefits accrued under plans maintained by the employer • Failing to reinstate employee to original job or equivalent position after leave • Limiting, segregating or classifying the employee in a way that would deprive her of employment opportunities • Discriminating against her in the ter ms or conditions of employment * Note: There is no requirement that the employee be employed for a certain length of time prior to being granted job protected leave of absence under this law. Reasonable Accommodation An employer must provide a reasonable accommodation to an e mployee or job applicant due to her pregnancy, childbirth or needing to breastfeed or express milk at work. Reasonable accommodations include, but are not limited to: • Being permitted to sit while working • More frequent or longer breaks • Periodic rest • Assistance with manual labor • Job restructuring • Light duty assignments • Modified work schedules • Temporary transfers to less strenuous or less h azardous work • Time off to recover from childbirth (prescribed by a Doctor, typically 6 -8 weeks • Break time and appropriate facilities (not a bathroom) f or expressing milk Denial of Reasonable Accommodation No employer may discriminate against employee or job applicant by denying a reasonable accommodation due to pregnancy. Prohibited discriminatory conduct includes: • Failing to make reasonable accommodation (and is not an u ndue hardship)** • Denying job oppo rtunities to employee or job applicant because of request for reasonable accommodation • Forcing employee or job applicant to accept a reasonable a ccommodation when she has no known limitation related t o pregnancy or the accommodation is not required to perform t he essential duties of job • Requiring employee to take a leave of absence where a reasonable accommodation could have been made instead ** Note: To demonstrate an undue hardship, the employer must show that the accommodation wo uld require a significant difficulty or e xpense in light of its circumstances. Prohibition of Retaliation Employers are prohibited from retaliating against an employee because o f a request for reasonable accommodation. Notice Requirements Employers must post or provide this notice to all existing employees by January 28, 2018; to an existing employee within 10 days after she notifies the employer of her pregnancy or related conditions; and to new employees upon commencing employment. Complaint Proce ss CHRO Any employee aggrieved by a violation of these statutes may file a complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO). Complainants have 180 days from the date of the alleged act of discrimination, or from the time that you reasonably became aware of the discrimination, in which to file a complaint. It is illegal for anyone to retaliate against you for filing a complaint. CHRO main number: 860 -541- 3400 CHRO website: www.ct.gov/chro/site/default.asp CHRO link “ How to File a Discrimination Complaint”: http://www.ct.gov/chro/taxonomy/v4_taxonomy.asp? DLN=45570&chroNav=|45570| DOL Additionally, women who are denied the right to breastfeed or express milk at work, or are discriminated or retaliated against for doing so, may also file a complaint with the Connecticut Department of Labor (DOL). DOL phone numb er: 860-263-6791 DOL complaint form: For English: http://www.ctdol.state.ct.us/wgwkstnd/forms/DOL -80%20fillable.doc For Spanish : http://www.ctdol.state.ct.us/wgwkstnd/forms/DOL -80S%20fillable -Spa.doc
Other Connecticut Labor Law Posters 4 PDFS
There are an additional twelve optional and mandatory Connecticut labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.
- Original poster PDF http://www.ctdol.state.ct.us/gendocs/SS46a%20Pregnancy%20Disability%20Poster.pdf , updated October 2019
- Connecticut Labor Law Posters at http://www.ctdol.state.ct.us/gendocs/Labor_Posters.htm
- Connecticut Department Of Labor
While we do our best to keep our list of Connecticut labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.