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Testing & Privacy | HIV/AIDS | Connecticut

Perguntas e respostas sobre testes de HIV/AIDS e privacidade. Visite também nossas páginas em Discriminação por HIV/AIDS e Outras questões relacionadas ao HIV.

Does Connecticut have a law governing HIV testing?

Yes, but the law was changed significantly in 2009 eliminating the need to get specific informed consent each time an HIV-related test is done and the need to do pre-test counseling.  Instead, a general consent for medical care is sufficient as long as the general consent contains an instruction to the patient that the patient “may” be tested for HIV unless the patient “choose[s] not to be tested for HIV” (Conn. Gen. Stat. sec. 19a-582(a)). Under this system, the burden is on the patient who does not want to be tested for HIV to communicate that refusal to the healthcare provider.

If the person declines an HIV-related test, then that will be documented in the patient’s record, but otherwise the medical provider does not need to get the patient’s specific consent to perform an HIV-related test.  The term “HIV-related test” includes a test for any agent “thought to cause or indicate the presence of HIV infection” (Conn. Gen. Stat. sec. 19a-581 (6)).

Are there requirements for what must be provided to the patient at the time the results of the HIV-related test are communicated?

Yes, Connecticut law specifies counseling or referral to counseling must be provided, as needed (Conn. Gen. Stat. sec. 19a-582 (c)):

  • for coping with the emotional consequences of learning an HIV test result,
  • regarding potential discrimination issues,
  • for behavior modification to prevent transmission,
  • to inform the person of available medical treatments and services and HIV support services agencies, and
  • regarding the need to notify partners.

Um médico pode testar o HIV em um menor sem o consentimento dos pais ou responsáveis?

Yes, Connecticut law explicitly provides that the “consent of a parent or guardian shall not be a prerequisite to testing of a minor” (Conn. Gen. Stat. sec. 19a-582 (a)).

Connecticut law also requires that at the time a minor receives the test result, if they were tested without parental consent, the provider must give the minor counseling or referrals to “work towards” involving the minor’s parents in decision-making about medical care.  In addition, the minor must receive actual counseling about the need to notify partners (Conn. Gen. Stat. sec. 19a-582 (c)).

Are there circumstances under which Connecticut law permits HIV testing, even against a person’s wishes?

Yes, Connecticut law permits involuntary HIV testing, without the need for informed consent, in several situations.  The following four circumstances are the most important circumstances permitting involuntary testing:

1. Occupational Exposure – Significant Exposure Required

Connecticut law permits a nonconsensual “HIV-related test” of the source of a “significant exposure” (the threshold requirement that there be a “significant exposure” means “a parenteral exposure such as a needlestick or cut, or mucous membrane exposure such as a splash to the eye or mouth, to blood or a cutaneous exposure involving large amounts of blood or prolonged contact with blood, especially when the exposed skin is chapped, abraded, or afflicted with dermatitis.”  Conn. Gen. Stat. sec. 19a-581 (14).  Department of Health Services Regulations additionally list a variety of internal organ fluids whose contact can constitute a “significant exposure” and lists sexual assault in the course of occupational duties as a mode of “significant exposure” as well.  See Department of Public Health, Public Health Code sec. 19a-589-1(o) .Exposure to urine, feces, saliva, sweat, tears, and vomit is excluded, unless the fluid in question contains visible amounts of blood.  Likewise, human bites or scratches are excluded unless there is direct blood to blood or blood to mucous membrane contact. Id) to HIV which occurs during a person’s occupational duties (Conn. Gen. Stat. sec. 19a-582 (d)(5)).

In order to obtain a nonconsensual HIV test of a source, the subject employee must:

  • Document the occurrence of a significant occupational exposure and complete an incident report within 48 hours;
  • Have a negative baseline HIV test within 72 hours;
  • Through a physician, have attempted to obtain and been refused, voluntary consent from the source;
  • “Be able to take meaningful immediate action…which could not otherwise be taken” (such as beginning a prophylactic drug regimen or making decisions regarding pregnancy or breastfeeding); and
  • Have an “exposure evaluation group” determine that the above criteria are met (an “exposure evaluation group” means at least three impartial health care providers, one of whom must be a physician, who determine the existence of a “significant exposure.”  Conn. Gen. Stat. sec. 19a-581 (15)).

How the Test Occurs

If the source is a patient in a health, correctional, or other facility, an available sample of blood may be tested or a blood sample may be drawn from the source and tested.

If the source is not in such a facility and a physician certifies that there has been a significant exposure, the worker may seek a court order for testing.

The employer must pay the cost of the HIV test.

2. Inability to Consent

A licensed health care provider may order a nonconsensual HIV test when the subject is unable to consent or lacks capacity to give or refuse consent and the test is necessary for “diagnostic purposes to provide appropriate urgent care” (Conn. Gen. Stat. sec. 19a-582 (d)(1)).

3. Incarcerated People

The Department of Correction may perform involuntary HIV testing on an incarcerated person either because it is necessary for the diagnosis or treatment of an illness, or if the incarcerated person’s behavior poses a significant risk of transmission to another incarcerated person or has resulted in a significant exposure to another incarcerated person (“Significant risk of transmission” means “sexual activity that involves transfer of one person’s semen, vaginal or cervical secretions to another person or sharing of needles during intravenous drug use.”  Conn. Gen. Stat. sec. 19a-581 (13)), (Conn. Gen. Stat. sec. 19a-582 (d)(6), (d)(7)). In both situations, there must be no reasonable alternative to testing available to achieve the same goal.

4. By Court Order

Connecticut law contains a broad provision permitting a court to order an HIV test when the court determines that there is a “clear and imminent danger to the public health or the health of a person and that the person has demonstrated a compelling need for the HIV-related test result which cannot be accommodated by other means” (Conn. Gen. Stat. sec. 19a-582 (d)(8)). In its assessment, the court must weigh the need for the test result against both the “privacy interests of the test subject and the public interest which may be disserved by involuntary testing” (Conn. Gen. Stat. sec. 19a-582 (d)(8)), (additional provisions for HIV testing without consent under Connecticut law include: (1) testing human organs, tissues, blood, or semen which are being used in medical research or therapy or for transplantation; (2) for research purposes if the identity of the subject cannot be determined; or (3) to determine the cause of death.  See Conn. Gen. Stat. sec. 19a-582 (d) generally).

Do the same laws that pertain to testing done by health organizations pertain to testing done by insurers?

No, Connecticut law makes a distinction between HIV testing by health organizations and HIV testing done by insurers.  A separate set of laws governs HIV testing by insurers, rather than the general HIV testing statute (Conn. Gen. Stat. sec. 19a-586).

In order to take any HIV-related test of an insurance applicant, the insurer must obtain escrito informed consent (Conn. Gen. Stat. sec. 19a-586). The Commissioner of Insurance has developed a required format for such consent. An insurer may use an alternative form which must be filed with the Insurance Commissioner.

May life and health insurers and health centers disclose a positive HIV-related test result to any group for any reason?

Yes, the law permits life and health insurers and health centers to disclose a positive HIV-related test result to an organization that collects information about insurance applicants for the purpose of detecting fraud or misrepresentation, but such disclosure must be in the form of a code that includes many other test results and could not therefore be used to reasonably identify an applicant’s test result as an HIV-related test (Conn. Gen. Stat. sec. 19a-587).

Existem requisitos específicos para a administração de testes de HIV para grávidas e recém-nascidos?

Yes, any health care provider giving prenatal care to a pregnant person must explain to them that HIV testing is a part of routine prenatal care and inform the patient of the health benefits to themself and their newborn of being tested for HIV infection.  The requirements for consent and post-test counseling are the same as those discussed at the beginning of this topic (Conn. Gen. Stat. sec. 19a-593 (a)). If the pregnant person consents to HIV testing, the result will be listed in their medical file.

If a pregnant person is admitted for delivery and there is no documentation of HIV-related testing in their medical record, the health care provider must inform them of the health benefits to themself and their newborn of being tested for HIV infection either before delivery or within 24 hours after delivery. The health care provider must then administer an HIV test unless there is a specific written objection from the patient (Conn. Gen. Stat. sec. 19a-593 (b)).

Are there HIV testing laws that are specific to newborns?

Yes, all newborns shall be administered an HIV-related test as soon after birth as medically appropriate, unless the infant’s parents object to the test as being in conflict with their “religious practice.”  This mandate does not apply if the person who gave birth was tested pursuant to the laws described above (Conn. Gen. Stat. sec. 19a-55 (a)).

In addition, the Department of Public Health may establish a registry of data on infants who have been exposed to HIV or AIDS medication in order to study the potential long-term effects of such medication on infants.

Is there an HIV-related law that governs HIV/AIDS vaccine researchers?

Yes, the HIV-related law that governs HIV/AIDS vaccine researchers states that when a drug is developed and tested to determine its success as a vaccine against HIV/AIDS, a manufacturer, research institution, or researcher will not be held liable for civil damages resulting from clinical trials where the drug is administered to research subjects.  This immunity from liability must be presented to the research subject in writing and that person (or their parent or guardian in the case of a minor) must provide informed written consent to act as a research subject (Conn. Gen. Stat. sec. 19a-591(a & b)).

Are there laws in Connecticut that protect the privacy of medical information, such as HIV?

Connecticut law contains a broad prohibition against the disclosure by qualquer pessoa, without a written release, of “confidential HIV-related information” (the term “confidential HIV-related information” means any information “pertaining to” a person who has “been counseled regarding HIV infection, is the subject of an HIV-related test or, who has been diagnosed as having HIV infection, AIDS, or HIV-related illness.”  Conn. Gen. Stat. sec. 19a-581 (7), (8).  It includes information which even reasonably could identify a person as having such conditions and information relating to such individual’s partners.  Conn. Gen. Stat. sec. 19a-581 (8)), (Conn. Gen. Stat. sec. 19a-583 (a)).

Uma pessoa com HIV tem direito constitucional à privacidade?

Muitos tribunais determinaram que uma pessoa tem o direito constitucional à privacidade, à confidencialidade do seu estado sorológico para o HIV. Os tribunais basearam esse direito na Cláusula do Devido Processo Legal da Constituição dos EUA, que cria um interesse de privacidade ao evitar a divulgação de certos tipos de informações pessoais.

O direito constitucional à privacidade só pode ser afirmado quando a pessoa que divulga as informações é um agente estatal ou governamental — por exemplo, policiais, agentes penitenciários, médicos de um hospital estadual.

Para determinar se houve uma violação desse direito à privacidade, os tribunais avaliam a natureza da intrusão na privacidade de uma pessoa em relação ao peso a ser dado às razões legítimas do governo para uma política ou prática que resulta em divulgação.

Are there circumstances under which Connecticut law permits the disclosure of HIV status without written informed consent?

Yes, Connecticut law provides for disclosure of HIV status under specifically prescribed circumstances:

  • To a health care provider or facility when necessary to provide “appropriate care or treatment” (Conn. Gen. Stat. sec. 19a-583(a) (4)).
  • To a health care worker or other employee where there has been a “significant occupational exposure” and the requirements articulated above are met.
  • To employees of hospitals for mental illness operated by the Department of Mental Health and Addiction Services if the infection control committee determines the patient’s behavior poses a significant risk of transmission to another patient (Conn. Gen. Stat. sec. 19a-583 (a)(8)). Disclosure may only occur if it is likely to prevent or reduce the risk of transmission and no reasonable alternative, such as counseling, is available to achieve the same goal.
  • To employees of facilities operated by the Department of Correction to provide services related to HIV-infection or if the medical director and chief administrator determine that the incarcerated person’s behavior poses a significant risk of transmission to another incarcerated person or has resulted in a significant exposure to another incarcerated person at the facility (Conn. Gen. Stat. sec. 19a-583 (a)(9)).
  • To life and health insurers in connection with underwriting and claims activity for life, health, and disability benefits (Conn. Gen. Stat. sec. 19a-583 (a)(11)).

To any person allowed access to such information by a court order, as described above.  There are safeguards to protect the privacy of the source in any such court proceeding and subsequent disclosure of HIV-related information (Conn. Gen. Stat. sec. 19a-583).

How can violations of the testing and privacy statute be addressed?

Under Connecticut law, a person can recover compensatory damages for any injury suffered from a “willful” violation of the informed consent and confidentiality requirements (Conn. Gen. Stat. sec. 19a-590).

The phrase “willful” violation has been interpreted by the Supreme Court of Connecticut to mean simply that the disclosure of HIV-related information must be knowingly made.  It need not be intended to produce injury (see Doe v. Marselle, 675 A.2d 835, 236 Conn. 845 (1996)).

Does Connecticut have reporting laws that require HIV or AIDS diagnoses to be reported to the Connecticut Department of Health?

Yes. All states require that certain health conditions be reported to public health authorities in order to track epidemiological trends and develop effective prevention strategies.  Connecticut requires that physicians report to the Department of Public Health; 1) patients diagnosed with AIDS; 2) patients testing positive for HIV; 3) and children born to HIV positive people.  Information collected is kept confidential.

What does the phrase “duty to warn” refer to?

The term “duty to warn” refers to situations in which a counselor or physician may learn that a client is engaging in unprotected sex without having disclosed their HIV-positive status to the partner or partners.  Many people have asked whether there is a legal basis to breach client or patient confidentiality under these circumstances.

Does Connecticut have an HIV-specific duty to warn statute that pertains to physicians and public health officers?

Yes, Connecticut law permits both public health officers and physicians, under certain circumstances, to inform or warn partners that they may have been exposed to HIV (Conn. Gen. Stat. sec. 19a-584). The term “partner” means an “identified spouse or sex partner of the protected individual or a person identified as having shared hypodermic needles or syringes with the protected individual” (Conn. Gen. Stat. sec. 19a-581 (10)). The requirements for such a disclosure by a public health officer are that:

  • There is a reasonable belief of a significant risk of transmission to the partner;
  • The public health officer has counseled the individual regarding the need to notify a partner and reasonably believes that the individual will not disclose to the partner; and
  • The public health officer has informed the protected individual of their intent to make the disclosure.

A physician may only warn or inform a known partner if both the partner and the individual with HIV are under the physician’s care.  A physician may also disclose confidential HIV related information to a public health officer for the purpose of warning partners, if the physician takes the same steps with respect to their patient as public health officers must take above.

In making such a warning, the physician or public health official shall not disclose the identity of the HIV-infected individual and, where practicable, shall make such disclosure in person.

Does Connecticut have statutes that allow other health care providers to disclose a client’s HIV status?

No. The AIDS Law Project believes that any general laws related to “duty to warn” (Conn. Gen. Stat. sec. 52-146c, §52-146f) do not pertain to HIV disclosure, because Connecticut law specifically protects the confidentiality of HIV-related information and makes no exceptions for mental health providers, such as psychologists and social workers.

Connecticut law contains a broad prohibition on the disclosure of confidential HIV-related information by any person (Conn. Gen. Stat. sec. 19a-583). Since the Connecticut legislature specifically provided a narrow exemption permitting warning by physicians and public health officers only (Conn. Gen. Stat. sec. 19a-581(12)), there is a strong argument that the legislature has addressed that issue and decided not to permit other providers to disclose HIV status.

Nevertheless, the issue of duty to warn is an evolving and unclear area of law.  Mental health professionals must consult an attorney or supervisor for advice if they believe that a client’s communications justify breaching client confidentiality and disclosing a client’s HIV status to a third person.

Are there requirements for how to disclose HIV-related information?

Yes, whenever confidential HIV-related information is disclosed, the disclosure must be accompanied by the following statement, or by a statement using substantially similar language:

“This information has been disclosed to you from records whose confidentiality is protected by state law.  State law prohibits you from making any further disclosure of it without the specific written consent of the person to whom it pertains, or as otherwise permitted by said law.  A general authorization for the release of medical or other information is NOT sufficient for this purpose.”

“An oral disclosure shall be accompanied or followed by such a notice within 10 days” (Conn. Gen. Stat. sec. 19a-585 (a)).

Notation of any disclosure must be made in the subject’s medical records, except for disclosures made:

  • To federal or state authorities;
  • In the course of ordinary medical review; or
  • To life and health insurers and government payers in connection with claims for life, health, and disability benefits.

Juventude | Bullying | Connecticut

Connecticut tem uma lei para proteger alunos de escolas públicas do bullying?

Sim. A lei melhorou significativamente em 2011 com a aprovação da Lei Pública 11-232, Lei sobre o fortalecimento das leis contra o bullying nas escolas (Conn. Gen. Stat. sec. 10-222d). De acordo com a lei, bullying é definido como comunicação escrita, oral ou eletrônica repetida, ou atos ou gestos físicos de um ou mais alunos direcionados repetidamente a outro aluno, que:

  • causa dano físico ou emocional ao aluno vítima de bullying ou danifica sua propriedade;
  • coloca o aluno vítima de bullying em medo razoável de ser prejudicado;
  • cria um ambiente escolar hostil para o aluno vítima de bullying;
  • infringe os direitos do aluno vítima de bullying ou interrompe substancialmente o processo educacional ou o funcionamento regular da escola.

A lei também reconhece que os alunos que são LGBTQ+ ou são percebidos como LGBTQ+ ou que se associam a alunos LGBTQ+ são frequentemente alvo de bullying (Conn. Gen. Stat. sec. 10-222d(a)(1)).

De acordo com a lei, cada conselho escolar deve desenvolver um “plano de clima escolar seguro” que:

  • proíbe o bullying em terrenos escolares, em atividades patrocinadas pela escola ou relacionadas à escola, em pontos de ônibus escolares ou em ônibus escolares, por meios eletrônicos (ou seja, cyberbullying)
  • proíbe a discriminação e a retaliação contra um indivíduo que denuncie ou auxilie na investigação de um ato de intimidação
  • permite que os alunos denunciem anonimamente atos de bullying
  • permite que os pais apresentem relatórios escritos de suspeitas de bullying
  • exige que os funcionários da escola que testemunhem ou recebam denúncias de bullying o denunciem
  • exige que as escolas investiguem todos os relatos de bullying e tenham uma estratégia de prevenção e intervenção
  • exige que tanto os pais do agressor como os pais da vítima sejam notificados sobre o bullying e informados sobre as medidas que a escola decidiu tomar em resposta
  • exige que a escola notifique a polícia sobre quaisquer atos de intimidação que possam constituir conduta criminosa
  • exige que as escolas mantenham uma lista publicamente disponível do número de incidentes de bullying verificados e relatem isso anualmente ao Departamento de Educação do Estado de Connecticut
  • exige que todos os funcionários da escola concluam um treinamento anual sobre como identificar, prevenir e responder ao bullying e ao suicídio de jovens.

As escolas podem regulamentar políticas antibullying fora do ambiente escolar?

Sim, a Suprema Corte dos EUA em Distrito Escolar da Área de Mahanoy VBL além de concluir que os alunos têm amplos direitos de fala e expressão fora da escola, também declarou:

“Circunstâncias que podem comprometer os interesses regulatórios de uma escola [fora da escola] incluem intimidação ou assédio sério ou severo direcionado a indivíduos específicos; ameaças direcionadas a professores ou outros alunos...” 

Connecticut tem orientações que as escolas devem seguir para proteger alunos transgêneros?

Sim, Connecticut criou orientações para distritos escolares sobre os direitos, responsabilidades e melhores práticas educacionais para alunos transgêneros e de gênero não-conforme.

As diretrizes incluem o seguinte:

  • As escolas devem respeitar o nome e os pronomes dos alunos transgêneros;
  • As escolas devem respeitar a privacidade dos alunos transgêneros em relação a quaisquer informações médicas, nomes anteriores, etc.;
  • O nome e o gênero nos registros de um aluno devem estar de acordo com a identidade de gênero do aluno;
  • Estudantes transgêneros devem poder usar o banheiro, vestiário e vestiário que estejam de acordo com sua identidade de gênero;
  • Em qualquer atividade segregada por sexo (incluindo atletismo), os alunos transgêneros devem poder participar de maneira consistente com sua identidade de gênero.

Para obter mais informações sobre esta orientação, consulte “Orientação sobre proteção e apoio aos direitos civis para estudantes transgêneros”:

Orientação sobre proteção e apoio aos direitos civis para estudantes transgêneros 

A lei antidiscriminação de Connecticut também protege alunos de escolas públicas?

Sim, a Seção 10-15c do Estatuto Geral de Connecticut proíbe a discriminação contra alunos de escolas públicas em atividades, programas e cursos com base em orientação sexual ou identidade ou expressão de gênero, bem como raça, cor, sexo, religião e nacionalidade. Para mais informações sobre a lei antidiscriminação de Connecticut e como registrar uma denúncia de discriminação, consulte a Área Temática "Discriminação".

Existem leis federais que protegem os estudantes?

Sim, o Título IX proíbe a discriminação contra estudantes com base no sexo em qualquer escola ou faculdade que receba verbas federais. À luz da decisão da Suprema Corte em Bostock v. Condado de Clayton, que determinou que a discriminação por orientação sexual e identidade de gênero são formas de discriminação sexual, o Departamento Federal de Educação, que aplica o Título IX, declarou que interpretará qualquer discriminação por orientação sexual ou identidade de gênero como discriminação sexual. 

Para registrar uma reclamação no Escritório de Direitos Civis do Departamento Federal de Educação, consulte:  Como registrar uma queixa de discriminação no Escritório de Direitos Civis. 

Reclamações podem ser feitas ao coordenador do Título IX da sua escola, bem como para:

Escritório de Direitos Civis
Departamento de Educação dos EUA
Correios e Tribunal John W. McCormack, Sala 222
Praça dos Correios
Boston, MA 02109

Além disso, alguns tipos de discriminação e assédio podem violar os direitos constitucionais de um aluno.

O que posso fazer se estiver sofrendo discriminação ou bullying na escola?

Há muitas maneiras de abordar a questão. Uma delas é pedir apoio a um amigo, professor ou conselheiro e conversar com as pessoas que o estão incomodando. No entanto, isso não é uma opção se você não se sentir seguro.

Verifique as políticas da sua escola e notifique quem deve ser notificado — geralmente um vice-diretor ou um coordenador do Título IX. Você deve documentar quaisquer incidentes de assédio ou discriminação por escrito, com pelo menos a data e a hora. Depois de se reunir com as autoridades competentes, anote o que você disse a elas e em que data, e pergunte quando elas entrarão em contato com você com uma resposta. Se elas não o ajudarem ou não derem prosseguimento ao processo, você pode escrever para o diretor e o superintendente e pedir que acabem com a discriminação.

Se isso não funcionar, você também pode considerar uma ação legal contra a cidade entrando em contato com a Comissão de Direitos Humanos e Oportunidades de Connecticut ou com o Escritório de Direitos Civis do Departamento Federal de Educação. 

Esta é uma área complexa do direito, além de emocionalmente desafiadora. Entre em contato com a GLAD Answers preenchendo o formulário de e-mail em Respostas GLAD para discutir opções.

Public Accomodations | Discrimination | Connecticut

What is a “place of public accommodation?”

A place of public accommodation is “any establishment which caters or offers its services or facilities or goods to the general public” (Conn. Gen. Stat. sec. 46a-63(1)). This definition is intentionally broad and includes hotels, restaurants, rest areas, hospitals, and Connecticut public schools. The Connecticut Commission on Human Rights and Opportunities (CHRO) views public schools and public colleges as public accommodations.

Does Connecticut have an anti-discrimination law protecting LGBT individuals from discrimination in places of public accommodation?

Yes. Since 1991, Connecticut has prohibited discrimination based on sexual orientation in public and private employment, housing, public accommodations, and credit (Conn. Gen. Stat. sec. 46a-81c to 46a-81q). In July 2011, these laws were extended to protect transgender people when Governor Malloy signed Public Act 11-55, An Act Concerning Discrimination, into law. The act, which went into effect on October 1, 2011, added “gender identity or expression” to Connecticut’s list of protected classes. For more detailed information see GLAD’s and the Connecticut Women’s Education and Legal Fund’s (CWEALF) publication, Connecticut:  Legal Protections for Transgender People, no: Connecticut: Proteções legais para pessoas transgênero

Do the laws also protect people perceived to be LGBT in places of public accommodation?

Yes. Connecticut non-discrimination law defines “sexual orientation” as either “having a preference for heterosexuality, homosexuality or bisexuality, having a history of such preference or being identified with such preference…” (Conn. Gen. Stat. sec. 46a-81a (emphasis added)). This language includes discrimination based on perception. For example, if a person is fired because they are perceived to be gay, they may invoke the protection of the anti-discrimination law regardless of their actual orientation.

Similarly, the law defines “gender identity or expression” as:

[A] identidade, aparência ou comportamento de gênero de uma pessoa, se ou não that gender-related identity, appearance or behavior is different from that traditionally associated with the person’s physiology or assigned sex at birth… (Conn. Gen. Stat. sec. 46a-51(21) (emphasis added)).

O que a lei diz sobre discriminação em locais de acomodação pública?

Such places may not deny full and equal accommodations or discriminate in any way because of a person’s sexual orientation (Conn. Gen. Stat. sec. 46a-81d), gender identity, or gender expression (Conn. Gen. Stat. sec. 46a-64(a) (1) & (2)).

A specific law also forbids discrimination at golf clubs on the basis of race, religion, color, national origin, ancestry, sex, gender identity or expression, marital status or sexual orientation (Conn. Gen. Stat. sec. 52-571d (b) & (c)). If you are denied membership or access to a golf club on the basis of any of the above, you may file a complaint in Superior Court to restrain further violations and recover damages of at least $250, plus costs and attorney’s fees (Conn. Gen. Stat. sec. 52-571d (g)).

Como posso registrar uma queixa de discriminação?

If you wish to file a complaint, you should contact an intake officer at one of the regional offices of the Connecticut Commission on Human Rights and Opportunities (CHRO). The intake officer will discuss your concerns, explain the complaint process, and advise you about what help CHRO may be able to provide to you. If CHRO has jurisdiction, you will be given an appointment to come to a regional office to file a complaint. The contact information for CHRO’s administrative headquarters and four regional offices is below:

  • ADMINISTRATIVE HEADQUARTERS 25 Sigourney Street Hartford, CT 06106 PHONE: (860) 541-3400 OR (800) 477-5737 FAX: (860) 246-5068

• CAPITOL REGION OFFICE 450 Columbus Boulevard Hartford, CT 06103-1835 PHONE: (860) 566-7710 FAX: (860) 566-1997

• EASTERN REGION OFFICE 100 Broadway Norwich, CT 06360 PHONE: (860) 886-5703 FAX: (860) 886-2550

• WEST CENTRAL REGION OFFICE Rowland State Government Center 55 West Main Street, Suite 210 Waterbury, CT 06702-2004 PHONE: (203) 805-6530 FAX: (203) 805-6559

• SOUTHWEST REGION OFFICE 350 Fairfield Avenue, 6th Floor Bridgeport, CT 06604 PHONE: (203) 579-6246 FAX: (203) 579-6950

The complaint must be in writing and under oath, and it must state the name and address of the individual making the complaint (“the complainant”) as well as the entity he or she is complaining against (“the respondent”). The complaint must set out the particulars of the alleged unlawful acts and (preferably) the times they occurred (Conn. Gen. Stat. sec. 46a-82). There is no charge to file a complaint.

If you are a state employee, you may file your case directly in court. State employees can skip over the CHRO process entirely.

Preciso de um advogado?

No. The process is designed to allow people to represent themselves. However, GLAD strongly encourages people to find lawyers to represent them throughout the process. Not only are there many legal rules governing the CHRO process, but employers and other defendants are likely to have legal representation.

Quais são os prazos para registrar uma denúncia de discriminação?

A complaint must generally be filed with the CHRO within 180 days of the last discriminatory act or acts (Conn. Gen. Stat. sec. 46a-82(e)). There are very few exceptions for lateness, and GLAD encourages people to move promptly in filing claims.

Can I file more than one type of discrimination complaint at once?

Yes. Connecticut’s public accommodations non-discrimination laws forbid discriminating against someone because of sexual orientation or gender identity or expression as well as race, color, religious creed, age, sex, marital status, national origin, ancestry, disability, lawful source of income or veteran status (Conn. Gen. Stat. sec. 46a-64).

What happens after a complaint is filed with the CHRO?

When you file a complaint with the CHRO, you will be given a packet of information explaining the CHRO procedures and deadlines. Please review these and follow the deadlines.

The complaint will be served on your respondent, who must answer the complaint under oath within 30 days. If you wish to respond or comment on your respondent’s answer, you have 15 days to do so.

Within 60 days of receiving the respondent’s answer, the CHRO will review the complaint and determine if any further investigation is necessary. This is called a merit assessment review (MAR). It is based solely on your original complaint, the answer, and any additional comments you make regarding the answer. Since many cases are dismissed at this stage of the proceedings, GLAD recommends that you reply to the respondent’s answer.

If the case is dismissed, you will be given 15 days to request the right to move your complaint from CHRO into the courts. If you do not request to remove your complaint, the CHRO will review your case and decide whether to uphold the dismissal or reinstate your complaint.

If the case is not dismissed, an investigator will be assigned and a mandatory mediation conference will be held within 60 days. If negotiations fail to produce a settlement agreeable to all parties, either party or the CHRO can request early legal intervention. The CHRO has 90 days to decide whether to grant this request. If granted, a Hearing Officer will be appointed to decide the merits of the case in a trial-type hearing.

If there is no request for early legal intervention, then the investigator will continue to collect evidence and will make a determination of “reasonable cause” or “no reasonable cause.” If a finding of “reasonable cause” is made, you can request either to have the case heard at the CHRO or to move it to Superior Court. If a finding of “no reasonable cause” is made, you have 15 days to request reconsideration.

What are the legal remedies the CHRO may award for discrimination if an individual wins their case there?

Cease and desist orders and other relief that would fulfill the purposes of the anti-discrimination laws. The CHRO may also order civil fines to be paid to the state (Conn. Gen. Stat. sec. 46a-86 (a); sec. 46a-64 (c)).

Should I take my case away from the CHRO and file in court? How do I do so?

This is a decision you should make with your lawyer. Greater damages are available to you in state court than at the CHRO, including emotional distress damages and attorney’s fees.
To sue an entity in state court as opposed to the CHRO, you must follow several steps and meet various deadlines (Conn. Gen. Stat. sec. 46a-101 to 46a-102).

• Your complaint must have been filed on time at the CHRO (i.e., within 180 days of the last act of discrimination);

• Your complaint must have been pending with the CHRO more than 180 days (although if you and your employer agree to request the case’s removal to court, you may do so before the 180 days elapse) or the merit assessment review must have been completed;

• You must request a release of your complaint from the CHRO for the purpose of filing a court action, which the CHRO must grant except when the case is scheduled for public hearing, or they believe the complaint can be resolved within 30 days;

• You must file your court action within 2 years of the date of filing your complaint with the CHRO; and

• You must file your court action within 90 days after you receive a release from the CHRO to file your case in court.

Também posso registrar uma queixa de discriminação em uma agência federal?

Sim, em muitos casos. Como a legislação federal e a legislação estadual contêm disposições sobrepostas, alguém que ajuíza uma ação de discriminação pode, às vezes, buscar proteção em ambas. Por exemplo, a lei federal de não discriminação no emprego, chamada Título VII, aplica-se a empregadores com pelo menos 15 funcionários e proíbe a discriminação no emprego com base em raça, sexo, idade, religião e deficiência (incluindo o status de HIV).

While Title VII does not expressly forbid discrimination based on sexual orientation or gender identity, a growing number of courts and government agencies have taken the position that its proscription against sex discrimination encompasses both (See, e.g., United States & Dr. Rachel Tudor v. Southeastern Oklahoma State University, 2015 U.S. Dist. LEXIS 89547 (2015) (denying motion to dismiss professor’s Title VII complaint that school had subjected her to a hostile work environment based on her gender identity)). In two separate decisions in 2012 and 2016, the EEOC itself concluded that sexual orientation discrimination, gender identity discrimination, and sex discrimination are one and the same, since the latter two are based on preferences, assumptions, expectations, stereotypes, and norms associated with masculinity and femininity (See Macy v. Holder, EEOC Appeal No. 0120120821 (Apr. 20, 2012); Baldwin v. Foxx, EEOC Appeal No. 0120133080 (July 15, 2015)). Although the EEOC’s decisions are not binding on the courts, many have used similar reasoning in affirming Title VII’s applicability to discrimination based on gender identity and sexual orientation (See, e.g., Smith v. City of Salem, 378 F.3d 566 (6th Cir. 2004) (holding that Title VII prohibits discrimination against transgender people based on gender stereotyping); Videckis v. Pepperdine Univ., 150 F. Supp. 3d 1151, 1160 (C.D. Cal. 2015) (holding “sexual orientation discrimination is a form of sex or gender discrimination”)).

Should I file a complaint with a federal agency?

GLAD recommends that, where there may be overlapping state and federal jurisdiction, you explore filing with CHRO first but keep in mind the possibility of pursuing a federal claim as well. Federal complaints must be filed within 180 days of the discriminatory act with the Equal Employment Opportunity Commission (EEOC). However, if you initially institute your complaint with CHRO and indicate that you wish to have the complaint cross-filed with the EEOC, then the time limit is extended to the earlier of 300 days or 30 days after CHRO has terminated the case (United States Code 42 sec. 2000e-5(e)(1)). (People who work for federal agencies are beyond the scope of this publication.)

If you have a sexual orientation or gender identity complaint, you should check off “sex” as well as “sexual orientation” or “gender identity” as the bases for your claim and request that CHRO cross-file your complaint with the EEOC.

Existem outras opções para registrar uma queixa por discriminação?

Possivelmente sim, dependendo dos fatos da sua situação particular.

  • State or Federal Court: After filing with the CHRO, EEOC, or both, you may decide to remove your discrimination case from those agencies and file in court. There are rules about when and how this must be done as discussed above.

In addition, you may wish to bring a court case to address other claims which are not appropriately handled by discrimination agencies. For example, if you are fired in violation of a contract, fired without the progressive discipline promised in a handbook, or fired for doing something your employer doesn’t like but which the law requires, these matters are beyond the scope of what the agencies can investigate and the matter should be pursued in court. Similarly, if your claim involves a violation of constitutional rights—for instance, if you are a teacher or governmental employee who believes his or her free speech or equal protection rights were violated—then those matters must also be heard in court.

O que posso fazer para me preparar antes de registrar uma queixa de discriminação?

Entre em contato com a GLAD Answers em www.GLADAnswers.org ou por telefone no número 800-455-4523 (GLAD) em qualquer dia da semana para discutir opções.

As a general matter, people who are still working with or residing under discriminatory conditions have to evaluate how filing a case will affect their job or housing, and if they are willing to assume those possible consequences. Even if you have been fired or evicted, you may decide it is not worth it to pursue a discrimination claim. This is an individual choice which should be made after gathering enough information to make an informed decision. Some people prefer to meet with an attorney to evaluate the strength of their claims. It is always helpful to bring the attorney an outline of what happened, organized by date and with an explanation of who the various players are (and how to get in touch with them).

Second Parent Adoption | Connecticut

Qual é a diferença entre adoções conjuntas, por um segundo progenitor e por um único progenitor?

A adoção conjunta ocorre quando ambos os parceiros adotam uma criança juntos ao mesmo tempo. A adoção com um segundo progenitor ocorre quando um dos parceiros adota o filho do outro. A adoção monoparental ocorre quando um dos parceiros adota uma criança.

Parceiros do mesmo sexo podem adotar uma criança juntos em Connecticut?

Yes.  A couple with a marriage or civil union must generally adopt a child not born into the relationship as a couple (Conn. Gen. Stat. sec. 45a-732 (married person cannot adopt unless spouse adopts jointly, unless probate court finds sufficient reason for spouse not to adopt)). A couple who does not have a marriage or civil union can both become legal parents of a child through a process, called “second parent adoption,” whereby one adopts (or gives birth to the child), and then the second parent adopts (Conn. Gen. Stat. sec. 45a-724(a)(3)).

What is the advantage of doing a second parent adoption or joint adoption?

Tanto a adoção conjunta quanto a adoção com segundo progenitor garantem que seu filho tenha dois pais legais, o que geralmente proporciona maior conforto e segurança a todos os envolvidos. Dependendo da sua situação familiar específica, a lei pode não reconhecer ambos os parceiros como pais legais sem uma adoção. Nesses casos, o pai/mãe não legal precisa de permissão especial para tomar decisões médicas sobre a criança ou participar de reuniões escolares, e corre o risco de perder a guarda caso o casal se separe.

A adoção permite que um pai/mãe não legal se torne pai/mãe legal, com o direito de tomar decisões pela criança sem autorização especial. Também permite que o pai/mãe adotivo/a assuma automaticamente a guarda da criança em caso de falecimento do parceiro/a. Da mesma forma, em caso de falecimento do pai/mãe adotivo/a, a criança terá o direito de herdar a herança, mesmo na ausência de testamento, e poderá receber benefícios de sobrevivência da previdência social.

Por fim, se o casal se separar, a adoção garante que ambos os pais tenham o direito à custódia e às visitas, e que quaisquer disputas serão decididas com base no que for do melhor interesse da criança, e não em quem é o pai legal.

Do we need to do a second-parent adoption if we are married or in a civil union?

A second parent adoption is the best way to ensure the ongoing parental rights of both parents. While Connecticut law presumes that a child born into a marriage or a civil union is the child of both spouses (see Barse v. Pasternak, 2015 Conn. Super. LEXIS 142 (2015) (legal presumption that child born into wedlock is the legitimate child of the mother and mother’s spouse extends to same-sex couples, even if the spouse did not conceive or adopt the child or comply with artificial insemination statutes)), another state may not respect that presumption if you or your partner moves. By contrast, adoption is a court judgment creating a parent-child relationship and is very likely to be respected by other states, even if these states are otherwise hostile to same-sex couples parenting.

Barra lateral Miller-Jenkins

Confiar na boa vontade do parceiro, ou mesmo no fato de que uma criança nasceu de um casamento ou união estável, não é a melhor maneira de garantir os direitos contínuos de ambos os pais caso o casal se separe posteriormente. Um exemplo disso é Miller-Jenkins contra Miller-JenkinsEste caso está em litígio desde 2004, envolveu duas Supremas Cortes estaduais (Vermont e Virgínia) e já foi levado diversas vezes à Suprema Corte dos EUA. Os processos estão em andamento.

Nesse caso, Janet e Lisa tiveram uma filha, Isabella, enquanto viviam em união estável. Janet não adotou. Após a separação do casal, Lisa mudou-se para a Virgínia e usou a ausência de uma adoção e as leis da Virgínia, hostis a relacionamentos entre pessoas do mesmo sexo, para impedir o contato de Janet com a filha. Finalmente, porém, os tribunais da Virgínia concordaram que os tribunais de Vermont tinham autoridade para tomar decisões sobre custódia e visitas.

Após muitas tentativas de convencer Lisa a conceder direitos de visita a Janet, em novembro de 2009, o Tribunal de Família de Vermont emitiu uma ordem concedendo a Janet a responsabilidade pelos cuidados diários de Isabella, ao mesmo tempo em que concedia a Lisa direitos de visita mais amplos. A transferência da custódia deveria ter ocorrido em 1º de janeiro de 2010. No entanto, Lisa não compareceu no horário combinado, e um mandado de prisão foi expedido. Lisa e Isabella ainda não foram encontradas.

GLAD and local counsel represented Janet in the Vermont proceedings. For more information about the case, go to https://www.gladlaw.org/work/cases/miller-jenkins-v-miller-jenkins

If I am a parent who has signed an Acknowledgement of Parentage, do I also need to do a second-parent adoption?

No. A parent who has signed an Acknowledgement of Parentage should not need to do a co-parent adoption to establish parentage. An Acknowledgement of Parentage establishes legal parentage under state law, is the equivalent of a judgment of parentage under state law and gives you all the rights and duties of a parent. Under federal law, an Acknowledgement of Parentage is the equivalent of a judicial decree of parentage and should be recognized in all states.

Since expanded access to acknowledgments of parentage is an emerging development, some parents might feel more comfortable also completing a second parent adoption in addition to or instead of an Acknowledgment of Parentage. To understand what is best for your family, individualized legal advice is recommended.

Se pais do mesmo sexo criam um filho juntos, mas apenas um é o pai “legal”, então quais são os direitos do pai não legal em relação à criança?

As a general matter, the rights of a non-legal parent are limited. If a couple is unmarried, the law permits a non-legal parent to petition the Superior Court for visitation (but not custody) (Conn. Gen. Stat. sec. 46b-59). The court will grant visitation if it finds that: (1) a parent-like relationship exists between the non-legal parent, and (2) denying visitation would cause real and significant harm (Conn. Gen. Stat. sec. 46b-59(b)). Several Connecticut courts have allowed lesbian co-parents the right to visit with their children following a separation (see e.g. Antonucci v. Cameron, 25 Conn. L. Rptr. 509 (Conn. Super. Ct. Dept., Sept. 24, 1999) (allowing visitation to lesbian co-parent where visitation is in the best interests of the child); Laspina-Williams v. Laspina-Williams, 46 Conn. Supp. 165, 742 A.2d 840 (1999) (denying motion to dismiss of biological mother in co-parent visitation case)). A visitation award does not come with any child support obligations, but if support is offered, a legal parent may accept it.

Regardless of the status of a person’s legal rights, it is critical to remember that children form strong attachments to their parental caregivers regardless of legal labels. Separating a child from a person who has acted as their parent can be a devastating loss. Moreover, court proceedings to establish visitation will be painful and costly, so anything people can do outside of court to make decisions together about a child’s interests is strongly encouraged. See GLAD’s publication: Protegendo Famílias: Padrões para Famílias LGBT no Protegendo Famílias: Padrões para Famílias LGBT.

Na ausência da adoção por um segundo progenitor, como uma família pode proteger os interesses da criança em relação ao seu progenitor não legal?

Há uma série de medidas que podem ser tomadas, embora nenhuma ofereça a segurança de uma adoção por um segundo pai.

Acordo de coparentalidade: Um acordo de coparentalidade é um acordo que estabelece as expectativas dos pais sobre os papéis um do outro e seus planos em caso de separação, invalidez ou morte. Embora esses acordos nem sempre sejam plenamente aplicados pelos tribunais, que são obrigados a tomar decisões sobre custódia e visitas com base no melhor interesse da criança, eles são indicadores importantes do que o casal acreditava era do melhor interesse da criança e pode influenciar a decisão final do tribunal.

Testamentos: Um dos pais legais pode nomear um tutor para assumir a guarda da criança após o falecimento do pai. Esses desejos são fortemente priorizados pelos tribunais. No entanto, se a criança tiver outro pai legal vivo, essa pessoa terá prioridade sobre o tutor nomeado.

Procuração: O pai/mãe legal pode optar por conceder ao pai/mãe não legal uma procuração sobre a criança, o que lhe permite tomar decisões médicas ou financeiras. Os documentos de procuração devem ser atualizados regularmente.

Marriage | Connecticut

Can same-sex couples marry in Connecticut?

Yes. On October 10, 2008, Connecticut’s Supreme Court ruled that same-sex couples are entitled to full marriage equality under the Connecticut Constitution. This decision was the result of a lawsuit, Kerrigan & Mock v. Connecticut Dept. of Public Health (289 Conn. 135 (2008)), which GLAD filed on August 25, 2004 in New Haven Superior Court on behalf of eight gay and lesbian Connecticut couples who were denied marriage licenses.

Seven years later, in Obergefell v. Hodges (135 S.Ct. 2584 (2015)), A Suprema Corte dos EUA tornou a igualdade no casamento uma realidade em todo o país ao decidir que a Constituição dos EUA garante aos casais do mesmo sexo o direito de se casar. Mary Bonauto, da GLAD, representou os demandantes durante os argumentos orais.Obergefell, todos os 50 estados são obrigados a emitir licenças de casamento para casais do mesmo sexo, e todos os estados devem respeitar os casamentos de casais do mesmo sexo realizados em outras jurisdições.

Posso obter benefícios de sobrevivência do Seguro Social se meu cônjuge falecer?

Sim, porque, como dito acima, casais do mesmo sexo têm direito a todos os benefícios oferecidos a casais de sexos diferentes.

No entanto, até o Obergefell v. Hodges De acordo com a decisão do Tribunal Constitucional de 26 de junho de 2015, muitos casais do mesmo sexo viviam em estados onde leis inconstitucionais de casamento impediam casais do mesmo sexo de se casarem. Assim, quando o cônjuge faleceu, eles não puderam atender à condição de benefício de sobrevivência da Previdência Social de terem sido casados por 9 meses.

Para corrigir esta injustiça, a Lambda Legal entrou com duas ações judiciais, Ely v. Saul e Thornton v. Comissário da Segurança Social e obteve sucesso em obter uma maneira para casais do mesmo sexo solicitarem benefícios de sobrevivência da Previdência Social que nunca se casaram (Ely v. Saul) ou finalmente conseguiram se casar, mas estavam casados há menos de 9 meses quando seu cônjuge faleceu (Thornton v. Comissário da Segurança Social). 

Essas duas decisões permitem que casais do mesmo sexo, que foram excluídos do casamento devido a leis estaduais discriminatórias e, consequentemente, não eram elegíveis para solicitar benefícios de sobrevivência da Previdência Social, apresentem um requerimento. No entanto, o sucesso desse requerimento depende da apresentação de documentação suficiente para comprovar à Previdência Social que o único motivo pelo qual não cumpriram o requisito de 9 meses foi devido às leis estaduais discriminatórias.

O link a seguir fornece informações mais detalhadas e perguntas frequentes sobre cada processo, além de listar algumas maneiras de fornecer a documentação necessária para se qualificar para o benefício de sobrevivência: Informações para parceiros e cônjuges homoafetivos sobreviventes que foram excluídos dos benefícios de sobrevivência da Previdência Social devido a leis estaduais inconstitucionais sobre casamento | Lambda Legal. 

Will Connecticut respect my marriage? Will other states?

Yes. Connecticut will respect the legal marriages of same-sex couples regardless of where the marriage was performed, just as all states will now respect the marriage of a same-sex couple married in Connecticut.

Will the federal government respect my marriage?

Yes. Thanks to the recent demise of the Defense of Marriage Act (DOMA) in Windsor v. Estados Unidos (133. S.Ct. 2675 (2013)), the federal government will recognize and respect the legal marriages of same-sex couples.

DOMA, a federal statute which defined marriage exclusively as the union between one man and one woman, once prevented same-sex spouses from accessing the 1000+ federal laws pertaining to marriage, including taxes, Social Security (including SSDI and SSI), immigration, bankruptcy, FMLA, federal student financial aid, Medicaid, Medicare, veteran’s benefits, and TANF. Happily, in 2013 the U.S. Supreme Court struck down DOMA as unconstitutional. GLAD filed the first comprehensive challenge to DOMA in 2009, Gill v. OPM (699 F.Supp.2d 374 (2010)), and the legal framework developed in that case was used in many subsequent cases, Windsor incluído. GLAD was also responsible for coordinating the Windsor amici briefs.

Unfortunately, one issue that has yet to be definitively resolved by Windsor e Obergefell concerns spousal benefits and self-insured health plans. While Connecticut state law prohibits discrimination based on sexual orientation, self-insured health plans are governed by federal law. Title VII, the federal anti-discrimination statute, only prohibits discrimination based on race, color, religion, sex, or national origin—sexual orientation is not explicitly included. As a result, some self-insured employers claim they can legally deny benefits to same-sex spouses.

Luckily, this issue is far from settled. Recently, the U.S. Equal Employment Opportunity Commission (“EEOC”) took the position that Title VII’s prohibition against ‘sex discrimination’ encompasses discrimination based on sexual orientation (see Baldwin v. Foxx, Agency No. 2012-24738-FAA-3 (July 15, 2015)).

If your employer is discriminating against you in spousal healthcare benefits on the basis of sexual orientation, contact GLAD Answers.

O que acontece se precisarmos terminar nosso casamento?

Depois Obergefell v. Hodges, same-sex spouses everywhere should be able to dissolve their marriages on the same terms as different-sex spouses. Connecticut applies its divorce statutes to same-sex couples (see e.g., Barse v. Pasternak, 2015 Conn. Super. LEXIS 142 at *24 (2015) (referring to lesbian couple’s divorce)).

However, spouses should note that when Connecticut courts divide marital property (Conn. Gen. Stat. 46b-81(c)) and award alimony (Conn. Gen. Stat. 46b-82(a)), one of the factors a judge considers is length of marriage. The Connecticut Supreme Court has specifically held that a judge cannot take a period of premarital cohabitation into account (Loughlin v. Loughlin, 280 Conn. 632, 645 (2006) (“consideration of a period of cohabitation that precedes a marriage as part of the statutory factor of “length of the marriage” in a dissolution action is improper”)). Unfortunately for spouses whose partnership pre-dates marriage equality, the length of the marriage may not accurately reflect the true length of the relationship, resulting in an unbalanced division of assets.

If you are going through divorce proceedings in Connecticut and believe your division of assets may be unfairly affected by length of marriage, contact Glad Answers.

Can Connecticut same-sex couples get married anywhere else?

Yes. Thanks to Obergefell v. Hodges, todos os estados são obrigados a emitir licenças de casamento para casais do mesmo sexo.

What steps can a couple take to legally safeguard their relationship in Connecticut?

Existem vários documentos legais que podem proteger o relacionamento de um casal, independentemente de o casal não ter um relacionamento legal formal ou já estar casado.

  1. Acordo ou contrato de relacionamento: A couple has the option of drafting a written cohabitation agreement, outlining their respective rights with regards to property, finances, and other aspects of their relationship. In 1987, the Connecticut Supreme Court ruled that a cohabitation agreement between an unmarried heterosexual couple was an express contract which could be enforced according to the ordinary rules of contract when the couple separated. There is every reason to believe that the same result will apply to the contract of a same-sex couple. While the court held that contracts could be oral or in writing, this ruling provides a great incentive for couples to sort out their affairs in writing before a separation.
  2. Document Designating a Non-Legally Related Adult to Have Certain Rights and Responsibilities: Connecticut law allows any adult to grant another adult the ability to make certain decisions on their behalf. Although the protections this law provides fall far short of those associated with marriage, they may provide some peace of mind for couples under a narrow set of circumstances.

To grant your partner (or anyone else) this decision-making power, you must sign, date, and acknowledge a designation document before a notary public and two witnesses. You can revoke the document at any time by destroying it or by executing a new document. The designation document must be honored in the following circumstances:

  • In The Workplace: If you experience an emergency and you or someone else calls your partner at work to inform them, their employer must notify them of the phone call.
  • In Court and Administrative Proceedings Involving Crime Victims: If you are the victim of a homicide, your partner is granted employment protection for missing work in order to attend court proceedings. Your partner is also entitled to request and receive advance notice of the terms of plea agreements with the perpetrator, to make a statement in court prior to the sentencing of the perpetrator, and to make a statement at parole hearings of the perpetrator. If your partner is wholly or partly dependent on your income, they may seek compensation from the Office of Victim Services.
  • In Automobile Ownership: If you own a car, your partner assumes ownership upon your death.
  • In Health Care Settings: If it comes time to make end of life decisions and your wishes are not written in a living will, your partner will be among those the doctor will consult regarding the removal of life support. Before removing life support, the doctor must make reasonable efforts to notify your partner. In addition, your partner has priority over all of your other representatives or family members when it comes to making anatomical gifts on your behalf, with the exception of a surviving spouse.
  • In Psychiatric Hospitals: Your partner is among the list of people who may consent to medical or surgical procedures for you, if you have been involuntarily admitted and are unable to consent yourself
  • In Nursing Homes: Finally, the act entitles your partner to (1) receive advance notice of involuntary, non-emergency room transfer, including Medicaid patients’ transfer into non-private rooms; (2) participate in any consultations prior to any contested transfer; (3) have private visits with you; and (4) organize and participate in patient social events or community activities. 

Other documents, discussed below, allow your partner to share financial, medical, and end of life decisions. The rights and responsibilities granted to your partner by the designation document discussed above overlap with some of those set forth in the documents discussed below. It is unclear how the law will handle these potential conflicts, and therefore any preference for who should carry out specific obligations should be clearly noted in all relevant documents.

  1. Procuração: A couple can choose to grant each other the durable power of attorney, allowing one partner to make financial decisions on the other’s behalf in the event of incapacity or disability.

The law provides a “short form” which allows you to check off the kinds of transactions you wish your partner (your “attorney-in- fact”) to perform. These include: (a) real estate matters; (b) chattel and goods transactions; (c) bond, share and commodity transactions; (d) banking transactions; (e) business operating transactions; (f) insurance transactions; (g) estate transactions; (h) claims and litigation; (i) personal relationships and affairs; (j) benefits from military service; (k) records, reports and statements; and (l) all other matters designated by you, with the exception of health care decisions. Those can be delegated to a “health care representative,” a process described below.

The power of attorney can either become effective immediately or in the event of your incapacity, and it can have a short termination date, long termination date, or no termination date at all. It should be witnessed by two disinterested individuals and notarized. The notary may also serve as a witness. The power of attorney form must stay in your partner’s possession.

  1. Health Care Representative: A couple can also choose to appoint each other as health care representatives, allowing them to make medical decisions on one another’s behalf in the event of an emergency. You may state your preference about withdrawal of life support, types of medical care, anatomical gifts, or any other limits on your health care representative’s authority in the same document. The document must be executed and witnessed by two adults, and must be revoked the same way. If you have no health care representative, medical care providers will look to next- of-kin or any adult listed in your designation document (discussed above) to make medical decisions for you.
  1. Appointment of Conservator: You may also choose to appoint you partner as your conservator. A conservator manages your financial and/or daily affairs when you are no longer capable of managing them yourself, either because of old age or mental or physical incapacity. Note that all conservator nominations are subject to the scrutiny of the probate court at the time you are deemed incapable or incompetent.
  1. Vai: Without a will, a deceased unmarried person’s property passes to: (1) their children; (2) their family, or; (3) if next of kin cannot be located, to the state. If you wish to provide for others, such as your partner, a will is essential. Even if you have few possessions, you can name in the will the person who will administer your estate.

In addition, if you have children, you can nominate their future guardian and “trustee for asset management” in the will. This nomination will be evaluated by the Probate Court.

  1. Documentos de planejamento funerário: Upon death, a person’s body is given to their spouse or their next of kin. This can mean that a person’s own partner has no right to remove the body, write an obituary, or make plans for a final resting place. To avoid this problem, you can create a document (witnessed and notarized) that designates the person you want to be able to have custody and control of your remains. Some people include these instructions as part of a will, but since a will may not be found for days after death, it is preferable to give the instructions directly to the person you want to take care of matters, as well as to family.

Uma pessoa precisa de um advogado para obter esses documentos?

A GLAD recomenda trabalhar com um advogado nesses documentos.

Embora existam formulários disponíveis, eles podem não ser adequados às suas necessidades e desejos individuais. Além disso, um advogado pode ajudá-lo a concretizar melhor seus objetivos, por exemplo, redigindo um testamento de forma a evitar contestações por familiares insatisfeitos, ou nomeando um representante legal para cuidados de saúde com instruções muito específicas. Além disso, um advogado pode ajudar a lidar com as incertezas jurídicas decorrentes da sobreposição desses documentos. O GLAD Answers pode fornecer indicações de advogados que são membros do Serviço de Indicação de Advogados do GLAD.

Que padrões os casais do mesmo sexo com filhos que estão se separando devem manter?

Casais do mesmo sexo com filhos que estão se separando devem:

  1. Apoiar os direitos dos pais LGBTQ+;
  2. Honre os relacionamentos existentes, independentemente dos rótulos legais;
  3. Respeitar os relacionamentos parentais existentes entre os filhos após o rompimento;
  4. Manter a continuidade para as crianças;
  5. Procure uma resolução voluntária;
  6. Lembre-se de que terminar um relacionamento é difícil;
  7. Investigar alegações de abuso;
  8. Não permitir que a ausência de acordos ou relações jurídicas determine os resultados;
  9. Tratar o litígio como último recurso; e
  10. Recuse-se a recorrer a leis e sentimentos homofóbicos/transfóbicos para alcançar um resultado desejado.

Para obter informações mais detalhadas sobre esses padrões, consulte a publicação Protegendo Famílias: Padrões para Famílias LGBTQ+ em: Protegendo Famílias: Padrões para Famílias LGBTQ+ | GLAD. 

Navigating Police Interactions | Connecticut

A polícia costuma me dizer para "me afastar" de áreas públicas. Isso é legal?

Not necessarily. If the area is public and not posted as having particular hours, you generally have a right to be there as long as you are not engaged in unlawful activity. Public places belong to everyone, and are often also places of public accommodation subject to Connecticut’s non-discrimination law. Even if a police officer wants to deter crime, or suspects some kind of unlawful intent, they have no general right to request people to move from one place to another a menos que haja conduta ilegal (Kent v. Dulles, 357 EUA 116, 126 (1958)).

Quais são as regras gerais sobre interação com a polícia?

A presença de indivíduos que parecem ser LGBT — seja porque exibem símbolos como uma bandeira do arco-íris ou um triângulo rosa ou por qualquer outro motivo — não deve desencadear nenhum escrutínio especial por parte de um policial.

Police may of course approach a person, and make inquiries.  But the fact that a person has been convicted of a past offense, or fails to respond, or responds in a way which does not satisfy the officer, cannot, without more, justify an arrest.

If an officer has a “reasonable and articulable suspicion” that a crime has been committed or is about to be committed, they may briefly detain an individual, or stop the person for purposes of investigation (State v. Anderson, 24 Conn. App. 438, 441, 589 A.2d 372, 373 (1991); Terry v. Ohio, 392 U.S. 1, 16 (1968)). However, an arrest can only occur upon “probable cause” that a crime has been committed.

O que posso fazer se eu achar que fui tratado de forma inadequada pela polícia?

Complaints may be made to any individual police department for matters concerning its officers, and complaints to the Connecticut State Police may be made to Department of Public Safety, Attn: Legal Affairs Unit, 1111 Country Club Rd., Middletown, CT  06457. Their general number is (860) 685-8000.

In some cases, you may decide to pursue a lawsuit, either because of injuries, improper detainment, or for some other reason. These matters are highly specialized, and GLAD can make attorney referrals.

Other HIV Laws | Connecticut

Outras perguntas e respostas sobre as Leis Relacionadas ao HIV. Consulte também nossas páginas sobre Discriminação por HIV/AIDS e Testes e Privacidade.

O que significa que um empregador pode ter que fornecer uma “adaptação razoável” para um funcionário com deficiência?

Persons with disabilities, such as HIV/AIDS, may experience health-related problems that make it difficult to meet some job requirements or duties.  For example, a person may be exhausted or fatigued and find it difficult to work a full-time schedule.

In certain circumstances, the employer has an obligation to modify or adjust job requirements or workplace policies in order to enable a person with a disability, such as HIV or AIDS, to perform the job duties.  Under the ADA and the Connecticut Fair Employment Practices Act, this is known as a “reasonable accommodation.”

Exemplos de acomodações razoáveis incluem:

  • Modificar ou alterar tarefas ou responsabilidades do trabalho;
  • Estabelecer um horário de trabalho de meio período ou modificado;
  • Permitir folga durante o horário regular de trabalho para consultas médicas;
  • Reatribuição de um funcionário para um cargo vago; ou
  • Fazer modificações no layout físico de um local de trabalho ou adquirir dispositivos como um amplificador de telefone para permitir, por exemplo, que uma pessoa com deficiência auditiva faça o trabalho.

Não há um conjunto fixo de adaptações que um funcionário possa solicitar. A natureza da adaptação solicitada dependerá das necessidades específicas de cada funcionário.

Como uma pessoa pode obter uma acomodação razoável?

It is, with rare exception, the employee’s responsibility to initiate the request for an accommodation.  In addition, an employer may request that an employee provide some information about the nature of the disability.  Employees with concerns about disclosing HIV/AIDS status to a supervisor should contact GLAD Answers at (800) 455-GLAD (4523) in order to strategize about ways to address any such requests.

Um empregador é obrigado a atender a uma solicitação de acomodação razoável?

No, an employer is not obligated to grant each and every request for an accommodation; an employer does not have to grant a reasonable accommodation that will create an “undue burden” (i.e., significant difficulty or expense for the employer’s operation).  In addition, the employer does not have to provide a reasonable accommodation if the employee cannot perform the job function even with the reasonable accommodation.

Quando uma “acomodação razoável” para um funcionário é um “ônus indevido” para um empregador?

Ao determinar se uma acomodação solicitada cria um ônus ou dificuldade indevida para um empregador, os tribunais examinam uma série de fatores, que incluem:

  • O tamanho, o orçamento e as restrições financeiras do empregador;
  • Os custos de implementação da acomodação solicitada; e
  • Como a acomodação afeta ou interrompe os negócios do empregador.

Novamente, cada situação é examinada caso a caso.

O empregador só tem a obrigação de conceder a acomodação razoável se, em decorrência da acomodação, o empregado estiver qualificado para desempenhar as funções essenciais do trabalho. O empregador não é obrigado a contratar ou reter um empregado que não possa desempenhar as funções essenciais do trabalho, mesmo com a acomodação razoável.

Do Connecticut laws provide for access to clean needles for injection drug users to prevent HIV transmission?

Under Connecticut law (Conn. Gen. Stat. sec. 21a-65) specific provision is made for needle and syringe exchange programs in the health departments of the three cities with the highest number of AIDS cases among intravenous drug users.  These programs shall provide free and anonymous exchange of up to thirty needles and syringes per exchange and offer education about the transmission and prevention of HIV and offer assistance in obtaining drug treatment services.

Can I purchase a hypodermic needle or syringe over the counter at a pharmacy?

Yes. Connecticut law permits a pharmacy, health care facility, or needle exchange program to sell ten or fewer syringes to a person without a prescription (Conn. Gen. Stat. sec. 21a-65 (b)).

Housing | Discrimination | Connecticut

Does Connecticut have an anti-discrimination law protecting LGBT individuals from discrimination in housing?

Yes. Since 1991, Connecticut has prohibited discrimination based on sexual orientation in public and private employment, housing, public accommodations, and credit (Conn. Gen. Stat. sec. 46a-81c to 46a-81q). In July 2011, these laws were extended to protect transgender people when Governor Malloy signed Public Act 11-55, An Act Concerning Discrimination, into law. The act, which went into effect on October 1, 2011, added “gender identity or expression” to Connecticut’s list of protected classes. For more detailed information see GLAD’s and the Connecticut Women’s Education and Legal Fund’s (CWEALF) publication, Connecticut:  Legal Protections for Transgender People, no: Connecticut: Proteções legais para pessoas transgênero

Do the laws also protect people perceived to be LGBT in housing?

Yes. Connecticut non-discrimination law defines “sexual orientation” as either “having a preference for heterosexuality, homosexuality or bisexuality, having a history of such preference or being identified with such preference…” (Conn. Gen. Stat. sec. 46a-81a (emphasis added)). This language includes discrimination based on perception. For example, if a person is fired because they are perceived to be gay, they may invoke the protection of the anti-discrimination law regardless of their actual orientation.

Similarly, the law defines “gender identity or expression” as:

[A] identidade, aparência ou comportamento de gênero de uma pessoa, se ou não that gender-related identity, appearance or behavior is different from that traditionally associated with the person’s physiology or assigned sex at birth… (Conn. Gen. Stat. sec. 46a-51(21) (emphasis added)).

What is prohibited by the housing anti-discrimination law in Connecticut?

The housing laws are intended to prohibit discrimination in transactions related to public and private residential housing, including listing, buying, selling, renting, and financing, whether for profit or not (Conn. Gen. Stat. sec. 46a-64c(a)(1) & (2)). Other practices are forbidden, too, including discriminatory advertising, misrepresenting the availability of a dwelling, denying access to a multiple listing service, or altering the terms of a transaction because of sexual orientation, gender identity, or gender expression (see generally, Conn. Gen. Stat. sec. 46a-64c).

Are any landlords exempt from the housing anti-discrimination law?

Owner-occupied buildings with four units or less are not subject to the sexual orientation portion of the law, and owner-occupied buildings with two units are not subject to the gender identity or expression aspect of the law (Conn. Gen. Stat. sec. 46a-64c (b)(1)(B)).

Como posso registrar uma queixa de discriminação?

If you wish to file a complaint, you should contact an intake officer at one of the regional offices of the Connecticut Commission on Human Rights and Opportunities (CHRO). The intake officer will discuss your concerns, explain the complaint process, and advise you about what help CHRO may be able to provide to you. If CHRO has jurisdiction, you will be given an appointment to come to a regional office to file a complaint. The contact information for CHRO’s administrative headquarters and four regional offices is below:

  • ADMINISTRATIVE HEADQUARTERS 25 Sigourney Street Hartford, CT 06106 PHONE: (860) 541-3400 OR (800) 477-5737 FAX: (860) 246-5068
    • CAPITOL REGION OFFICE 450 Columbus Boulevard Hartford, CT 06103-1835 PHONE: (860) 566-7710 FAX: (860) 566-1997
    • EASTERN REGION OFFICE 100 Broadway Norwich, CT 06360 PHONE: (860) 886-5703 FAX: (860) 886-2550
    • WEST CENTRAL REGION OFFICE Rowland State Government Center 55 West Main Street, Suite 210 Waterbury, CT 06702-2004 PHONE: (203) 805-6530 FAX: (203) 805-6559
    • SOUTHWEST REGION OFFICE 350 Fairfield Avenue, 6th Floor Bridgeport, CT 06604 PHONE: (203) 579-6246 FAX: (203) 579-6950

For housing complaints, contact the Housing Discrimination Unit at (800) 477-5737 ext. 3403 or (860) 541-3403

The complaint must be in writing and under oath, and it must state the name and address of the individual making the complaint (“the complainant”) as well as the entity he or she is complaining against (“the respondent”). The complaint must set out the particulars of the alleged unlawful acts and (preferably) the times they occurred (Conn. Gen. Stat. sec. 46a-82). There is no charge to file a complaint.
If you are a state employee, you may file your case directly in court. State employees can skip over the CHRO process entirely.

Preciso de um advogado?

No. The process is designed to allow people to represent themselves. However, GLAD strongly encourages people to find lawyers to represent them throughout the process. Not only are there many legal rules governing the CHRO process, but employers and other defendants are likely to have legal representation.

Quais são os prazos para registrar uma denúncia de discriminação?

A complaint must generally be filed with the CHRO within 180 days of the last discriminatory act or acts (Conn. Gen. Stat. sec. 46a-82(e)). There are very few exceptions for lateness, and GLAD encourages people to move promptly in filing claims.

Posso registrar mais de um tipo de reclamação de discriminação ao mesmo tempo, por exemplo, se eu acreditar que fui demitida por ser lésbica e latina?

Yes. Connecticut’s employment non-discrimination laws forbid discriminating against someone because of sexual orientation or gender identity or expression as well as race, color, religious creed, age, sex, marital status, national origin, ancestry, and present or past history of mental, intellectual, learning, or physical disability (Conn. Gen. Stat. sec. 46a-60). In housing and public accommodations, the criteria are expanded to include “lawful source of income” (Conn. Gen. Stat. secs. 46a-64c; 46a-64). Housing also adds “familial status” to the list (Conn. Gen. Stat. sec. 46a-64c).

What happens after a complaint is filed with the CHRO?

When you file a complaint with the CHRO, you will be given a packet of information explaining the CHRO procedures and deadlines. Please review these and follow the deadlines.
The complaint will be served on your respondent, who must answer the complaint under oath within 30 days (10 days for a housing case). If you wish to respond or comment on your respondent’s answer, you have 15 days to do so.
Within 60 days of receiving the respondent’s answer, the CHRO will review the complaint and determine if any further investigation is necessary. This is called a merit assessment review (MAR). It is based solely on your original complaint, the answer, and any additional comments you make regarding the answer. Since many cases are dismissed at this stage of the proceedings, GLAD recommends that you reply to the respondent’s answer.

If the case is dismissed, you will be given 15 days to request the right to move your complaint from CHRO into the courts. If you do not request to remove your complaint, the CHRO will review your case and decide whether to uphold the dismissal or reinstate your complaint.

If the case is not dismissed, an investigator will be assigned and a mandatory mediation conference will be held within 60 days. If negotiations fail to produce a settlement agreeable to all parties, either party or the CHRO can request early legal intervention. The CHRO has 90 days to decide whether to grant this request. If granted, a Hearing Officer will be appointed to decide the merits of the case in a trial-type hearing.

If there is no request for early legal intervention, then the investigator will continue to collect evidence and will make a determination of “reasonable cause” or “no reasonable cause.” If a finding of “reasonable cause” is made, you can request either to have the case heard at the CHRO or to move it to Superior Court. If a finding of “no reasonable cause” is made, you have 15 days to request reconsideration.

What are the legal remedies the CHRO may award for discrimination if an individual wins their case there?

Damages—i.e., expenses actually incurred because of unlawful action related to moving, storage, or obtaining alternate housing; cease and desist orders; reasonable attorney’s fees and costs; and other relief that would fulfill the purposes of the antidiscrimination laws (Conn. Gen. Stat. sec. 46a-86 (a, c)). The CHRO may also order civil fines to be paid to the state (Conn. Gen. Stat. sec. 46a-81e(f)).

Should I take my case away from the CHRO and file in court? How do I do so?

This is a decision you should make with your lawyer. Greater damages are available to you in state court than at the CHRO, including emotional distress damages and attorney’s fees.
To sue an entity in state court as opposed to the CHRO, you must follow several steps and meet various deadlines (Conn. Gen. Stat. sec. 46a-101 to 46a-102).

• Your complaint must have been filed on time at the CHRO (i.e., within 180 days of the last act of discrimination);

• Your complaint must have been pending with the CHRO more than 180 days (although if you and your employer agree to request the case’s removal to court, you may do so before the 180 days elapse) or the merit assessment review must have been completed;

• You must request a release of your complaint from the CHRO for the purpose of filing a court action, which the CHRO must grant except when the case is scheduled for public hearing, or they believe the complaint can be resolved within 30 days;

• You must file your court action within 2 years of the date of filing your complaint with the CHRO; and

• You must file your court action within 90 days after you receive a release from the CHRO to file your case in court.

Também posso registrar uma queixa de discriminação em uma agência federal?

Sim, em muitos casos. Como a legislação federal e a legislação estadual contêm disposições sobrepostas, alguém que ajuíza uma ação de discriminação pode, às vezes, buscar proteção em ambas. Por exemplo, a lei federal de não discriminação no emprego, chamada Título VII, aplica-se a empregadores com pelo menos 15 funcionários e proíbe a discriminação no emprego com base em raça, sexo, idade, religião e deficiência (incluindo o status de HIV).

While Title VII does not expressly forbid discrimination based on sexual orientation or gender identity, a growing number of courts and government agencies have taken the position that its proscription against sex discrimination encompasses both (See, e.g., United States & Dr. Rachel Tudor v. Southeastern Oklahoma State University, 2015 U.S. Dist. LEXIS 89547 (2015) (denying motion to dismiss professor’s Title VII complaint that school had subjected her to a hostile work environment based on her gender identity)). In two separate decisions in 2012 and 2016, the EEOC itself concluded that sexual orientation discrimination, gender identity discrimination, and sex discrimination are one and the same, since the latter two are based on preferences, assumptions, expectations, stereotypes, and norms associated with masculinity and femininity (See Macy v. Holder, EEOC Appeal No. 0120120821 (Apr. 20, 2012); Baldwin v. Foxx, EEOC Appeal No. 0120133080 (July 15, 2015)). Although the EEOC’s decisions are not binding on the courts, many have used similar reasoning in affirming Title VII’s applicability to discrimination based on gender identity and sexual orientation (See, e.g., Smith v. City of Salem, 378 F.3d 566 (6th Cir. 2004) (holding that Title VII prohibits discrimination against transgender people based on gender stereotyping); Videckis v. Pepperdine Univ., 150 F. Supp. 3d 1151, 1160 (C.D. Cal. 2015) (holding “sexual orientation discrimination is a form of sex or gender discrimination”)).

LGBT people who are discriminated against in housing may also be able to file a complaint with the federal Department of Housing and Urban Development (HUD) in addition to CHRO. For more information go to: https://portal.hud.gov/hudportal/HUD?src=/program_offices/fair_housing_equal_opp/LGBT_Housing_Discrimination.

Should I file a complaint with a federal agency?

GLAD recommends that, where there may be overlapping state and federal jurisdiction, you explore filing with CHRO first but keep in mind the possibility of pursuing a federal claim as well. Federal complaints must be filed within 180 days of the discriminatory act with the Equal Employment Opportunity Commission (EEOC). However, if you initially institute your complaint with CHRO and indicate that you wish to have the complaint cross-filed with the EEOC, then the time limit is extended to the earlier of 300 days or 30 days after CHRO has terminated the case (United States Code 42 sec. 2000e-5(e)(1)). (People who work for federal agencies are beyond the scope of this publication.)

If you have a sexual orientation or gender identity complaint, you should check off “sex” as well as “sexual orientation” or “gender identity” as the bases for your claim and request that CHRO cross-file your complaint with the EEOC.

Existem outras opções para registrar uma queixa por discriminação?

Possivelmente sim, dependendo dos fatos da sua situação particular.

  • State or Federal Court: After filing with the CHRO, EEOC, or both, you may decide to remove your discrimination case from those agencies and file in court. There are rules about when and how this must be done as discussed above.

In addition, you may wish to bring a court case to address other claims which are not appropriately handled by discrimination agencies. For example, if you are fired in violation of a contract, fired without the progressive discipline promised in a handbook, or fired for doing something your employer doesn’t like but which the law requires, these matters are beyond the scope of what the agencies can investigate and the matter should be pursued in court. Similarly, if your claim involves a violation of constitutional rights—for instance, if you are a teacher or governmental employee who believes his or her free speech or equal protection rights were violated—then those matters must also be heard in court.

What can I do if my landlord threatens me for filing a complaint of discrimination?

It is illegal for your employer or landlord to retaliate or punish you because you filed a complaint. If they do so, you can file an additional complaint against them for retaliation. “Retaliation” protections cover those who have filed complaints, testified or assisted in the complaint process, or opposed any discriminatory employment practice (Conn. Gen. Stat. secs. 46a-60 (4); 46a-64c(a)(9)).

O que posso fazer para me preparar antes de registrar uma queixa de discriminação?

Entre em contato com a GLAD Answers em www.GLADAnswers.org ou por telefone no número 800-455-4523 (GLAD) em qualquer dia da semana para discutir opções.

As a general matter, people who are still working with or residing under discriminatory conditions have to evaluate how filing a case will affect their job or housing, and if they are willing to assume those possible consequences. Even if you have been fired or evicted, you may decide it is not worth it to pursue a discrimination claim. This is an individual choice which should be made after gathering enough information to make an informed decision. Some people prefer to meet with an attorney to evaluate the strength of their claims. It is always helpful to bring the attorney an outline of what happened, organized by date and with an explanation of who the various players are (and how to get in touch with them). If you are concerned about a housing matter, bring a copy of your lease, along with any notices and letters you have received from your landlord.

ID Documents | Connecticut

Graphic in teal blue with orange curved section that has several icons of folders, files, and ID. Title reads: Live in Connecticut and need to update your ID? GLAD and Shipman & Goodwin LLP can provide free support for transgender and non-binary people who need to update their name and gender marker on your state ID, driver license, or birth certificate. Logos of GLAD Answers, Ropes & Gray, Goodwin, and Shipman

O Projeto de Identificação Transgênero é um recurso gratuito para pessoas transgênero que vivem na Nova Inglaterra e que desejam atualizar seu nome legal e marcador de gênero em documentos estaduais e federais.

Updating your Connecticut state ID documents

In most cases you do not need to work with a lawyer to update your name or gender marker on ID documents and can typically update these documents fairly easily on your own. The Connecticut Quick Reference Guide has the information and materials you need to get started. Clique aqui para o guia.

ID Project Guide button

Atualizando seus documentos de identidade federais

Você pode pular diretamente para nossos recursos federais aqui:

YouTube #!trpst#trp-gettext data-trpgettextoriginal=155#!trpen#vídeo#!trpst#/trp-gettext#!trpen#

If you need assistance updating your legal name and gender on federal and state documents, fill out the form below to sign up for support from the Projeto de Identificação Transgênero.

Get support:

Ainda tem dúvidas?

How do I obtain a legal name change in Connecticut?

To obtain a legal name change, you apply to either your local Probate or Superior Court. Here are the instructions for applying to Probate Court: Procedure for Applying to the Probate Court for Change of Name.

Adults need to complete and submit the following forms:

To change the name of a minor, you must complete and submit the following forms: 

Applicants who are indigent or otherwise unable to pay the application fee of $250 may be eligible for a waiver by completing and submitting Form PC-184: Request/Order Waiver of Fees (Petitioner). 

Do I need to publish my name change in a newspaper?

No. Connecticut does not have this requirement.

How do I change the name and gender on my Connecticut driver’s license?

Here are the instructions for changing name and gender on a Connecticut driver’s license or identification card: GENDER DESIGNATION ON A LICENSE OR IDENTIFICATION CARD

If you are changing your name, you must first change it on your Social Security card. You must also submit a name change order from a court (NOTE: It doesn’t need to be from a Connecticut court) and complete the following form: CHANGE OF NAME OR NAME CORRECTION REQUEST 

To change the gender on an adult driver’s license or identification card, you must submit Form B-385: GENDER DESIGNATION ON A LICENSE OR IDENTIFICATION CARD. In addition to “Male” and “Female,” there is a gender-neutral “Non-Binary” option.

If the person requesting the change is a minor, a parent or guardian must be present and sign the B-385 form, or the minor must submit a signed and notarized 2D form with the B-385: Here is a link to the 2D Form: CERTIFICATE OF PARENTAL CONSENT DEPARTMENT OF MOTOR VEHICLES NOTARIZATION (Not valid unless notarized below) SUBSCRIBED AND SWORN.

NOTE: Beginning May 3, 2023, if you want to use a state ID to fly domestically or enter a federal building, it will need to be a REAL ID. For more information about obtaining a CT REAL ID, see: Connecticut Real ID – CT DMV Information 

If I was born in Connecticut, how do I change the name and gender on my birth certificate?

In 2015, Connecticut changed the law to allow a person to amend the sex designator on his or her birth certificate to reflect such person’s gender transition, without requiring any surgical treatment. Instead, the sex designator on the birth certificate can be amended if the registrant provides an affidavit from a physician, advance practice registered nurse, or psychologist, that the registrant has undergone surgical, hormonal or other treatment clinically appropriate for the purpose of gender transition.

The steps and forms for changing name and gender on a Connecticut birth certificate can be found here: Listed below are the necessary documents that the Department of Public Health will need to amend the sex designator on your birth certificate.

In addition to “Male” and “Female,” Connecticut allows a “Non-Binary” gender neutral option.

Se você tiver problemas ou dúvidas, preencha o formulário Projeto de Identificação Transgênero formulário de suporte ou contato Respostas GLAD.

Intimate Partner Violence | Connecticut

What is domestic violence?

Connecticut law defines domestic abuse or “family violence” as: (1) an act that results in physical harm, bodily injury, or assault; or (2) a violent threat that causes fear of imminent physical harm, bodily injury, or assault (Conn. Gen. Stat. sec. 46b-38a(1)). Verbal threats by themselves do not trigger the law’s protections unless there is “a present danger and the likelihood that physical violence will occur.”

Do domestic violence laws apply to people in same-sex relationships?

Yes, depending on how serious you and your partner are or were. Connecticut’s family violence law applies to abuse between “family or household members,” a definition which includes spouses and ex- spouses, people are or were residing in the same household, people who have a child together, and people who are in or have recently been in a dating relationship (Conn. Gen. Stat. sec. 46b-38a(2)).

How do I get a court order protecting me from an abusive partner?

You can get a court order from the Family Court, which will prohibit the abuser from coming near you or your home, or from harassing you any further (Conn. Gen. Stat. sec. 46b-15(b)). It may also include temporary custody or visitation rights, protections for your children, and protections for any animals you may own (Eu ia). An order will only be issued if the court finds you have been subjected to “a continuous threat of present physical pain and injury” (Conn. Gen. Stat. sec. 46b-15). Orders may be granted on an emergency basis.

The process is intended to be simple. You may go to court nearest where you live, or if you have fled your home, in the town where you used to live. You will need to fill out an application alleging “abuse” as defined above, along with an affidavit providing the details. The affidavit is signed under oath, so everything you say must be true. Try to demonstrate in as much detail as possible why you feel threatened.

The defendant/abuser must then be served with (given a copy of) the court order, and notified of their right to contest the order in court. You may wish to have an attorney represent you during this part of the process, especially if you think custody or visitation issues may arise in court. You should bring with you any witnesses who can substantiate the abuse, as well as copies of threatening letters, medical records, or any other documents that can show how you have been harmed and why you are afraid. Expect to be asked questions by the judge and the attorney for the abuser/defendant. You have the same right to ask questions.

Once the order is issued, it is effective statewide. Violation of a court order is a criminal offense (see generally, Conn. Gen. Stat. sec. 46b-15 (c)). The court may grant orders of protection for up to 6 months in duration, and those orders may later be extended (Conn. Gen. Stat. sec. 46b-15(d)).

If for some reason you decide not to go through with the legal process, you should show up in court anyway and ask that the order be dismissed.  If you don’t show up, it is possible the court will think of you as unreliable if you need legal help in the future.

There is another type of order available called a “protective” order. It is issued automatically when an assailant is arrested and requires no contact to occur between the assailant and victim.

There are other laws that prohibit stalking, harassing and trespassing which may apply to you, but are beyond the scope of this document.

What is “Jennifer’s Law”?

A domestic violence bill coined “Jennifer’s Law” in honor of New Canaan mother, Jennifer Dulos, was signed into law in 2021.

The law expands the definition of domestic violence to include “coercive control.” This means that threatening, humiliating, or intimidating acts that harm a person and deprive them of their freedom will now be considered domestic violence.

It will establish a new program to provide legal representation for domestic violence victims who file restraining orders. Those who file restraining orders will also be faced with a more efficient process, with the capability to email marshals the forms needed to serve them.

Victims of domestic violence will also now be allowed to testify remotely in court proceedings for matters such as restraining orders, protective orders, or standard criminal protective orders. The bill requires that a safe place be provided to victims of family violence in all court locations built after July 1, 2021.

Para mais informações, consulte: Substitute Senate Bill No. 1091 – Public Act No. 21-78.

Where can I go to get help?

In addition to the local police, district attorney, and Superior Court you can contact:

Connecticut Coalition Against Domestic Violence (CCADV)

(860) 282-7899 or Toll-Free (888) 774-2900

www.ctcadv.org

Connecticut Sexual Assault Crisis Services

(860) 282-9881 or Toll-Free (888) 999-5545 (English)

888-568-8332 (Español).

www.connsacs.org

Connecticut Women’s Education and Legal Fund (CWEALF)

(860) 524-0601 or Toll-Free (800) 479-2949

www.cwealf.org

Does domestic violence play a role in custody decisions?

It may, but there is no law saying that it should. It is a factor which affects the best interests of the child analysis.

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