Connecticut Know Your Rights - Page 5 of 12 - GLAD Law
Pular cabeçalho para conteúdo
GLAD Logo Pular navegação primária para conteúdo

Domestic Partnerships & Civil Unions | Connecticut

Does Connecticut still allow civil unions?

Not anymore. Connecticut completed its transition from civil unions to full marriage equality for same-sex couples in 2010.

Before the transition, Connecticut was the second state (Vermont was the first) to allow same-sex couples to enter into civil unions, a legal status parallel to civil marriage under state law. However, in 2008, the Connecticut Supreme Court held that excluding same-sex couples from the institution of marriage violated the Connecticut Constitution (Kerrigan v. Comm’r of Pub. Health, 289 Conn. 135 (2008)). Following that decision, the Connecticut legislature passed Public Act 09-13, “An Act Implementing the Guarantee of Equal Protection Under the Constitution of the State for Same Sex Couples,” which provided a process for moving from a dual civil union and marriage system to a system in which only marriage is available. All existing Connecticut civil unions were converted into marriages on October 1, 2010.

If you have a civil union (or registered domestic partnership) from another state, Public Act 09-13 clarifies that Connecticut will grant you the same rights and benefits, and hold you to the same responsibilities, as a married couple in Connecticut.

O que é união estável?

Although it is a term used in many contexts, “domestic partnership” most often means a status which recognizes an unmarried couple and their children as a family for certain limited purposes, most commonly employee benefits. Some states, cities and towns have also enacted domestic partner laws.  In other contexts, “domestic partner” is also a shorthand term for family, replacing “lover,” “friend,” and “roommate.” Some people call cohabitation agreements “domestic partner agreements.” For further information see GLAD publications on domestic partnership at: www.gladlaw.org/rights/publications/c/relationships/

Does Connecticut provide same-sex domestic partner benefits to state employees?

Not any longer. Although Connecticut offered domestic partnership benefits for its state employees for several years, there was an agreement that when marriage became available to same-sex couples, benefits would only be available to married or civil union spouses. Beginning in November 2009, domestic partnership benefits were terminated.

Can cities and towns in Connecticut provide domestic partner health insurance benefits to their own employees?

Yes. For example, Hartford has a domestic partnership ordinance providing a means for couples to register as domestic partners (Hartford, CT Municipal Code, Chap. 2, Art. III, sec. 2-63 (2000)).

Que tipos de benefícios de parceiros domésticos os empregadores privados podem oferecer?

Private employers may provide any benefits to domestic partners they wish – whether health insurance, family medical or bereavement leave, equal pension benefits, relocation expenses, access to company facilities, or any other benefit.

No entanto, mesmo quando os empregadores oferecem esses benefícios, as leis federais às vezes tratam os benefícios para parceiros domésticos de forma diferente dos benefícios para cônjuges, muitas vezes com consequências financeiras. Por exemplo, os empregados devem pagar imposto de renda federal sobre os benefícios do seguro saúde de um parceiro doméstico, mas os benefícios para cônjuges são isentos (consulte o Código da Receita Federal, Decisão Privada 9603011 (19 de janeiro de 1996)). Da mesma forma, embora o consentimento do cônjuge seja necessário se um empregado casado decidir nomear um terceiro como beneficiário de pensão ou beneficiário de pensão por morte, um empregado com um parceiro doméstico pode alterar essas designações livremente.

Can I use the state non-discrimination law to force my employer to provide domestic partnership benefits?

This is an open question. On the one hand, Connecticut non-discrimination law says that an employer cannot discriminate on the basis of sexual orientation in terms of compensation, and employee benefits are a form of compensation. But on the other hand, lawsuits in other states have largely failed with these types of claims on the grounds that all unmarried people – gay and non-gay alike – are barred from benefits, so there is no specific sexual orientation discrimination.

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.

Se um casal não casado se separa, qual é o status legal de um acordo/contrato de relacionamento ou parceria?

Upon separation, if the couple has a Relationship or Partnership Agreement/Contract, its terms will be invoked, and the couple’s assets will be divided as per the agreement. Without an agreement, unmarried couples may be forced to endure costly and protracted litigation over property and financial matters.

OBSERVAÇÃO: Se você mudou de ideia sobre quem deve ser seu "procurador", representante de assistência médica, beneficiário ou executor em um testamento, planejador funerário, curador ou designado em um documento de designação, esses documentos devem ser revogados — com aviso a todas as pessoas que receberam cópias desses documentos — e novos documentos devem ser preparados para refletir seus desejos atuais.

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

Crimes de ódio | Connecticut

Connecticut tem uma lei sobre crimes de ódio?

Sim. Connecticut possui uma série de estatutos sobre crimes de ódio que aumentam as penas criminais para crimes de preconceito e também permitem que a pessoa lesada processe por danos monetários. A principal lei de crimes de ódio de Connecticut estabelece penalidades para crimes de ódio com base em raça, religião, etnia, deficiência, reais ou percebidas. orientação sexual e identidade e expressão de gênero dependendo de sua gravidade (Conn. Gen. Stat. sec. 53a-181i – 181l). Para rastrear crimes de ódio, a Polícia Estadual mantém um sistema de denúncias para que os incidentes sejam registrados centralmente (Conn. Gen. Stat. sec. 29-7m).

Como a lei define o que é um crime de ódio?

Os agravamentos de pena em Connecticut para crimes de ódio se aplicam quando um perpetrador comete um crime com a intenção específica de assediar ou intimidar um indivíduo em razão de sua raça, religião, etnia, deficiência, orientação sexual, identidade de gênero ou expressão de gênero, reais ou percebidas (Conn. Gen. Stat. sec. 53a-181j(a)). Em outras palavras, o perpetrador seleciona sua vítima por intolerância.

Se esses pré-requisitos forem demonstrados, uma escala móvel de melhorias de sentença será aplicada:

  1. Se o agressor “causar lesões físicas graves” a uma pessoa, o crime é um Crime de Classe C (Estatuto Geral de Connecticut, seção 53a-181j(b)).
  2. Se o agressor: (1) causar qualquer contato físico com a vítima; (2) danificar, destruir ou desfigurar a propriedade ou os pertences pessoais da vítima; ou (3) ameaçar de forma credível fazer (1) ou (2), o crime é um Crime de Classe D (Conn. Gen. Stat. sec. 53a-181k).
  3. Se for constatado que o agressor age sem malícia, mas, ainda assim: (1) danifica, destrói ou desfigura a propriedade ou os bens pessoais da vítima; (2) ameaça de forma credível danificar, destruir ou desfigurar a propriedade ou os bens pessoais da vítima, ou encoraja outra pessoa a fazê-lo, o crime é considerado um Contravenção de Classe A (Estatuto Geral de Connecticut, seção 53a-181l).

Outra disposição da lei de Connecticut aplica penas mais severas a perpetradores que cometem crimes de ódio repetidamente (Conn. Gen. Stat. sec. 53a-40a).

Há também leis específicas relativas à profanação de locais religiosos e à queima de cruzes que estão além do escopo deste documento (ver, por exemplo, Conn. Gen. Stat. sec. 46a-58).

Como posso saber se um ataque foi um crime de ódio?

Confie na sua intuição e informe à polícia todos os detalhes de qualquer possível crime de ódio. Se você omitir informações sobre preconceito, a polícia não terá como saber se o crime pode ser considerado um crime de ódio. As autoridades policiais costumam usar os seguintes critérios para determinar se um crime é ou não um crime de ódio.

  • O agressor usou linguagem ou insultos anti-LGBT?
  • A vítima estava em uma área associada a pessoas LGBT (por exemplo, do lado de fora de um bar gay, em um local de parada do Orgulho, em uma área de pegação)?
  • Houve crimes semelhantes na área?
  • A vítima foi identificada e alvo por causa da aparência ou comportamento (por exemplo, dar as mãos a um parceiro do mesmo sexo, usar uma bandeira do Orgulho)?
  • O ataque ocorreu independentemente do motivo econômico (ou seja, a vítima foi atacada, mas não roubada)?

Além da polícia, para quem posso ligar se achar que fui vítima de um crime de ódio?

Para obter ajuda e encaminhamentos, ligue para o Projeto de Crimes de Ódio do Fundo de Educação e Justiça para Mulheres de Connecticut (CWEALF). Eles podem ser contatados pelo telefone (860) 247-6090 ou pelo telefone gratuito (800) 479-2949.

Que outras opções tenho se achar que fui vítima de um crime de ódio?

Se você sofreu ferimentos ou se sua propriedade foi danificada, você pode entrar com uma ação civil contra o agressor, além de buscar seus direitos na justiça criminal (Conn. Gen. Stat., seção 52-571c). Essa ação deve ser ajuizada dentro de três anos da data do crime. Se você vencer no tribunal, o juiz lhe concederá o triplo de danos e poderá também decidir conceder reparação equitativa (como uma liminar ordenando que o agressor se afaste de você) e honorários advocatícios (Eu ia).

De que maneiras a lei federal sobre crimes de ódio pode ajudar a investigar e processar crimes de ódio?

Mateus Lei de Prevenção de Crimes de Ódio Shepard e James Byrd, Jr. (visita HR 2647 em https://www.congress.gov/bill/111th-congress/senate-bill/909/text) foi aprovada pelo Congresso em 22 de outubro de 2009 e sancionada pelo presidente Obama em 28 de outubro de 2009. Ela expande a lei federal de crimes de ódio dos Estados Unidos de 1969 para incluir crimes motivados pelo gênero real ou percebido da vítima, orientação sexual, identidade de gênero ou deficiência.

Em primeiro lugar, e talvez o mais importante, a Lei permite que agências policiais locais e estaduais solicitem a seguinte assistência federal ao Procurador-Geral dos EUA:

  • apoio investigativo, técnico, forense ou de acusação para investigações e processos criminais,
  • subsídios para despesas extraordinárias associadas à investigação e acusação de crimes de ódio, e
  • subsídios para combater crimes de ódio cometidos por jovens.

Na prestação de assistência às autoridades locais e estaduais, as prioridades são os crimes de ódio:

  • onde o(s) infrator(es) cometeu(aram) crimes em mais de um estado, ou
  • que ocorrem em áreas rurais que não têm os recursos necessários para processar tais crimes.

Em segundo lugar, para crimes de ódio que de alguma forma envolvam a travessia de fronteiras estaduais ou nacionais, ou envolvam ou afetem o comércio interestadual, e onde um estado não tenha jurisdição ou tenha solicitado a assunção federal de jurisdição, ou onde o governo federal sinta que a justiça não foi feita ou que a ação penal nos EUA é de interesse público, a Lei autoriza o governo federal a processar o caso.

A lei também exige que o FBI monitore estatísticas sobre crimes de ódio com base em gênero e identidade de gênero (estatísticas para os outros grupos já são monitoradas) e sobre crimes cometidos por e contra menores. Esta é a primeira lei federal a estender explicitamente a proteção legal a pessoas transgênero.

Discrimination | Employment | Connecticut

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

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

As leis também protegem pessoas percebidas como LGBT no emprego?

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 do the employment provisions say? Who do they apply to?

The non-discrimination law applies to public and private employees. It forbids employers from refusing to hire a person, discharging them, or discriminating against them “in compensation, or in terms, conditions or privileges of employment” because of sexual orientation (Conn. Gen. Stat. sec. 46a-81c(1)) or gender identity or expression (Conn. Gen. Stat. sec. 46a-60(a)(1)). This covers most significant job actions, such as hiring, firing, failure to promote, demotion, excessive discipline, harassment, and different treatment of the employee and similarly situated co-workers.

In addition, employment agencies may not discriminate based on sexual orientation (Conn. Gen. Stat. sec. 46a-81c(2)), gender identity, or gender expression (Conn. Gen. Stat. sec.c. 46a-60(a)(2)), either by refusing to properly classify or refer their customers for employment or in general. Labor organizations (e.g. unions) similarly may not discriminate (Conn. Gen. Stat. sec. 46a-81c(3); Conn. Gen. Stat. sec. 46a-60(a)(3)). The law also forbids all of these entities from advertising in such a way as to restrict employment because of sexual orientation (Conn. Gen. Stat. sec. 46a-81c(4)), gender identity, or gender expression (Conn. Gen. Stat. sec. 46a-60(a)(6)).

Finally, the State of Connecticut and its agencies are forbidden from discriminating based on sexual orientation (ver geralmente Conn. Gen. Stat. secs. 46a-81g to 46a-81o) and gender identity or expression (ver geralmente Conn. Gen. Stat. secs 46a-70 & 46a-71), both in their own employment practices as well as in their provision of services. The law also imposes an affirmative obligation on state agencies to adopt rules to enforce the non-discrimination provisions and to establish training programs. Contractors and subcontractors who provide services to the state must certify in writing that they will not discriminate when fulfilling the contract terms.

Effective June 7, 2016, Connecticut added sexual orientation and gender identity or expression, as well as religion, sex and national origin, as protected categories under its law banning discrimination in membership, unit formation, promotion or accommodations in “the armed forces of the state” (Conn. Gen. Stat. sec. 27-59).

Does the law apply to every employer in Connecticut?

No. As broad as the law is, there are several exemptions to its application.

  • Employers with fewer than 3 employees are not subject to the law (Conn. Gen. Stat. sec. 46a-51(10)).
  • Certain religious employers are also exempt. See below on Religious Exemption to the Prohibitions on Sexual Orientation And Gender Identity Discrimination.
  • Any employer, agency, or labor organization may defend against a discrimination claim by arguing that it is a “bona fide occupational qualification” of the particular job to have a non-LGBT employee fill it (Conn. Gen. Stat. secs. 46a-81c; 46a-60 generally). Luckily, although this defense is technically allowed by law, it is strictly applied and rarely successful (see, e.g. The Evening Sentinel et al. v. National Organization for Women, 168 Conn. 26, 36 (1975) (“A BFOQ exists only if no member of the class excluded is physically capable of performing the tasks required by the job”); Conn. Institute for the Blind v. CHRO, 176 Conn. 88 (1978) (“The standard for a BFOQ purposely imposes a heavy burden on an employer whose refusal to hire is prima facie discriminatory”)).
  • The ROTC (Reserve Officer Training Corps) program, which is established under federal law to provide officers to the U.S. military, may continue to discriminate in its “conduct and administration” at colleges and universities (Conn. Gen. Stat.  sec. 46a-81q.  It is worth noting that LGB individuals are no longer excluded from the military and ROTC programs; and transgender individuals can now serve in the military and will be allowed participation in ROTC no later than July 1, 2017).

Empregadores religiosos podem discriminar pessoas LGBTQ+?

Em 8 de julho de 2020, em Escola Nossa Senhora de Guadalupe v. Morrissey-Berru, a Suprema Corte dos Estados Unidos reafirmou sua posição sobre a aplicação da exceção ministerial a casos de discriminação no emprego, conforme estabelecido em decisões anteriores. Ao fazê-lo, a Corte levantou simultaneamente uma questão sem resposta sob o Título VII: a exceção ministerial para empregadores religiosos permite que essas organizações discriminem funcionários ou candidatos com base em sua condição LGBTQ+?

Não está claro neste momento como a decisão do Tribunal em Escola Nossa Senhora de Guadalupe v. Morrissey-Berru pode impactar os funcionários LGBTQ+ de empregadores religiosos, mas organizações religiosas e empregadores devem reconhecer que a exceção ministerial não se aplica a todos os cargos dentro de suas organizações. Em vez disso, ela se limita aos funcionários que realmente desempenham funções religiosas. Por exemplo, o cargo de zelador escolar, que está presente no prédio apenas fora do horário escolar e não é responsável por transmitir a fé, provavelmente não seria considerado de natureza ministerial.

Does Connecticut law forbid sexual harassment on the job?

Yes.  Connecticut law defines sexual harassment as:

Unwelcome sexual advances or requests for sexual favors or any conduct of a sexual nature when (a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, (b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment (Conn. Gen. Stat. sec. 46a-60(a)(8))

Can I file a complaint of sexual harassment if I’m LGBT?

Yes. It is just as unlawful to sexually harass an LGBT individual as it is to harass anyone else. Some harassment is specifically anti-LGBT, and may be more fairly characterized as harassment on the basis of sexual orientation or gender identity. Other harassment is sexual in nature and more appropriately categorized as “sexual harassment.” Both types of harassment can happen to the same person, and both are forbidden.

Both the United States Supreme Court and several state courts have found same-sex sexual harassment to violate sexual harassment laws (Compare Oncale v. Sundowner Offshore Services, 523 US 75, 118 S.Ct. 998 (1998) (o homem pode processar por assédio sexual por outros homens sob as leis federais de assédio sexual); Melnychenko v. 84 Lumber Co., 424 Mass. 285, 676 N.E.2d 45 (1997) (same-sex sexual harassment forbidden under state law)).

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.

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).

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?

Hiring, reinstatement, or upgrading; back pay; restoration in a labor organization; cease and desist orders; and other relief that would fulfill the purposes of the antidiscrimination laws (e.g. training programs, posting of notices, etc.) (Conn. Gen. Stat. sec. 46a-86 (a – 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.

  1. Union: If you are a member of a union, your contract (collective bargaining agreement) may provide additional rights to you in the event of discipline, discharge, or other job-related actions. If you obtain relief under your contract, you may even decide not to pursue other remedies. Get and read a copy of your contract and contact a union steward about filing a complaint. Deadlines in contracts are strict. Bear in mind that if your union refuses to assist you with a complaint, you may have a discrimination action against them for their failure to work with you, or for failure of duty of fair representation.
  2. 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 employer fires 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 on the job that you are complaining about, organized by date and with an explanation of who the various players are (and how to get in touch with them). Try to have on hand copies of your employee handbooks or personnel manuals, as well as any contracts, job evaluations, memos, discharge letters and the like.

Discrimination | HIV/AIDS | Connecticut

Perguntas e respostas sobre discriminação em relação ao HIV/AIDS. Veja também nossas páginas sobre Testes e Privacidade e Outras leis relacionadas ao HIV.

Does Connecticut have laws protecting people with HIV from discrimination?

Yes, Connecticut has enacted anti-discrimination laws protecting people with HIV from discrimination in employment, housing, public accommodations and credit. In addition, there are a number of federal laws that protect people from discrimination based on their HIV status.

Quem é protegido por essas leis antidiscriminação?

  • Pessoas com AIDS ou que são HIV positivas, mesmo que sejam assintomáticas e não apresentem sinais externos ou manifestos da doença.
  • Under the ADA, but not Connecticut law, persons who are regarded or perceived as having HIV.
  • Under the ADA, but not Connecticut law, a person who does not have HIV, but who “associates” with a person with HIV — such as friends, lovers, spouses, roommates, business associates, advocates, and caregivers of a person or persons with HIV.

Quais leis protegem pessoas com HIV da discriminação no emprego?

People who are HIV-positive or who have AIDS are protected from employment discrimination under both Connecticut Human Rights Law (Conn. Gen. Stat. sec. 46a-60) and the federal Americans with Disabilities Act (ADA).  Both of these statutes prohibit discrimination in employment on the basis of a person’s disability.  The Connecticut law covers employers with 3 or more employees in the United States; the ADA covers employers with fifteen or more employees.

O que essas leis antidiscriminação proíbem?

An employer may not take adverse action against an applicant or employee simply on the basis that the person has a disability such as HIV or AIDS.  This means that an employer may not terminate, refuse to hire, rehire, or promote, or otherwise discriminate in the terms or conditions of employment, based on the fact that a person is HIV-positive or has AIDS.

O foco aqui é se uma pessoa com AIDS ou HIV foi tratada de forma diferente de outros candidatos ou funcionários em situações semelhantes.

Seguem alguns exemplos de discriminação ilegal:

  • Um empregador não pode se recusar a contratar uma pessoa com HIV com base no medo de que o HIV seja transmitido a outros funcionários ou clientes.
  • Um empregador não pode se recusar a contratar ou tomar uma decisão de emprego com base na possibilidade, ou mesmo na probabilidade, de uma pessoa ficar doente e não ser capaz de fazer o trabalho no futuro.
  • Um empregador não pode se recusar a contratar uma pessoa porque isso aumentará os prêmios do seguro de saúde ou de indenização trabalhista.

O que um empregador pode perguntar sobre a saúde de um funcionário durante o processo de inscrição e entrevista?

De acordo com a ADA, antes da contratação, um empregador não pode fazer perguntas que visem determinar se um funcionário tem alguma deficiência. Exemplos de perguntas pré-contratação proibidas são:

  • Você já foi hospitalizado ou esteve sob cuidados médicos?
  • Você já recebeu indenização trabalhista ou benefícios por invalidez?
  • Que tipo de remédio você está tomando?

Após uma oferta de emprego, o empregador pode exigir um exame médico? Quais diretrizes se aplicam?

If an employer has 15 or more employees, they must comply with the ADA.  After a conditional offer of employment, an employer may require a physical examination or medical history.  The job offer, however, may not be withdrawn unless the results demonstrate that the person cannot perform the essential functions of the job with or without reasonable accommodation.  The same medical inquiries must be made of each person in the same job category.  In addition, the physical examination and medical history records must be segregated from personnel records, and there are strict confidentiality protections.

After employment has begun, the ADA permits an employer to only require a physical examination if it is job-related and consistent with business necessity.

Como os tribunais abordaram os temores de que os profissionais de saúde que realizam procedimentos invasivos, como cirurgiões, transmitam o HIV aos pacientes?

O risco de transmissão do HIV de um profissional de saúde para um paciente é considerado tão pequeno que se aproxima de zero. No entanto, em casos em que hospitais buscaram restringir ou revogar os privilégios de profissionais de saúde soropositivos que realizam procedimentos invasivos, os tribunais reagiram com enorme medo e insistiram em um padrão impossível de "risco zero". Como resultado, o pequeno número de tribunais que abordaram essa questão sob a ADA manteve tais revogações.

As disposições trabalhistas da ADA estabelecem que um funcionário não está qualificado para desempenhar a função se representar uma "ameaça direta à saúde ou segurança de terceiros". Para determinar se um funcionário representa uma "ameaça direta", um tribunal analisa:

  • A natureza, duração e gravidade do risco;
  • A probabilidade do risco; e
  • Se o risco pode ser eliminado por acomodação razoável.

No entanto, no caso de profissionais de saúde soropositivos, os tribunais ignoraram a probabilidade extremamente remota do risco e se concentraram na natureza, duração e gravidade do risco. O seguinte trecho de um caso recente é típico da abordagem dos tribunais:

“We hold that Dr. Doe does pose a significant risk to the health and safety of his patients that cannot be eliminated by reasonable accommodation. Although there may presently be no documented case of surgeon-to-patient transmission, such transmission clearly is possible. And, the risk of percutaneous injury can never be eliminated through reasonable accommodation.  Thus, even if Dr. Doe takes extra precautions … some measure of risk will always exist …” (Doe v. Corporação do Sistema Médico da Universidade de Maryland, 50 F.3d 1261 (4º Cir. 1995)).

É importante observar que apenas um pequeno número de tribunais abordou os direitos dos profissionais de saúde soropositivos. O AIDS Law Project acredita que esses casos foram decididos incorretamente e são inconsistentes com a intenção do Congresso ao aprovar a ADA. Devido à natureza instável da lei nessa área, um profissional de saúde que se depare com potencial discriminação no emprego deve consultar um advogado ou defensor da saúde pública.

Avaliando a discriminação por um empregador

Embora possa ser útil consultar um advogado, as etapas a seguir podem ser úteis para começar a considerar e avaliar um possível problema de discriminação no emprego.

1. Considere a diferença entre injustiça e discriminação ilegal. A essência do direito trabalhista é que um funcionário pode ser demitido por justa causa, por má causa ou por nenhuma causa. Uma pessoa pode ser demitida legalmente por diversos motivos, incluindo uma "compatibilidade de personalidade" inadequada. O que não pode ser demitido é por um motivo discriminatório expressamente proibido por lei.

2. Para provar uma alegação de discriminação (ou seja, que você foi demitido, rebaixado, etc. por causa de discriminação e não por algum motivo legítimo), você deve ser capaz de mostrar o seguinte:

  • O empregador sabia ou descobriu que você é HIV positivo ou tem AIDS;
  • Você estava qualificado para desempenhar as funções essenciais do trabalho com ou sem acomodações razoáveis; e
  • Adverse action was taken against you because of your HIV or AIDS status and the pre-textual reason given by the employer for the adverse action is false.

3. Se o seu empregador sabe que você tem HIV ou AIDS, identifique exatamente quem sabe, como e quando descobriram. Se você não contou ao seu empregador, existe alguma outra maneira de ele saber ou suspeitar do seu status sorológico para o HIV?

4. Considere os motivos pelos quais você acredita que está sendo tratado de forma diferente devido ao seu status sorológico para o HIV, incluindo as seguintes áreas:

  • Outros funcionários em situações semelhantes foram tratados de forma diferente ou igual?
  • Seu empregador seguiu suas políticas de pessoal?
  • O tratamento adverso começou logo depois que o empregador descobriu seu status sorológico para HIV?
  • Você ficou afastado do trabalho por algum período de tempo devido a doença e o tratamento adverso começou quando você retornou ao trabalho?
  • Qual será a versão dos fatos do seu empregador? Como você provará que a versão do empregador é falsa?

5. Você tem alguma dificuldade em cumprir as obrigações do seu trabalho devido a algum problema de saúde ou médico relacionado ao HIV? Sua condição impede o trabalho em tempo integral ou exige folga para consultas médicas, tarefas mais leves ou um cargo menos estressante? Você pode tentar fazer um brainstorming para criar uma acomodação razoável que possa propor ao seu empregador. Aqui estão alguns pontos a serem considerados:

  • Como a empresa opera e como a acomodação funcionaria na prática?
  • Coloque-se no lugar do seu supervisor. Que objeções poderiam ser levantadas à acomodação razoável solicitada? Por exemplo, se você precisasse sair em um determinado horário para consultas médicas, quem assumiria suas funções?

Quais leis proíbem a discriminação na habitação?

It is illegal under both Connecticut law (Conn. Gen. Stat. sec. 46a-64c) and the National Fair Housing Amendments of 1989, to discriminate in the sale or rental of housing on the basis of HIV status.  A person cannot be evicted from an apartment because of his or her HIV or AIDS status, or because he or she is regarded as having HIV or AIDS.

Are there exceptions to the housing anti-discrimination laws?

Yes, Connecticut law exempts a rental portion of a single-family dwelling if the owner maintains and occupies part of the living quarters as his or her residence, or for the rental of a unit in a residence that has four or fewer apartments when the owner occupies one apartment.  In addition, the Fair Housing act exempts, in some circumstances, ownership-occupied buildings with no more than four units, single-family housing sold or rented without the use of a broker and housing operated by organizations and private clubs that limit the occupancy to members.

Do Connecticut laws protect against discrimination by health care providers, businesses, and other public places?

Yes, under Connecticut law (Conn. Gen. Stat. sec. 46a-64), and the ADA, it is unlawful to exclude a person with HIV from a public place (what the law refers to as a “public accommodation”) or to provide unequal or restricted services to a person with HIV in a public place.  Under both statutes, the term “public accommodation” includes any establishment or business that offers services to the public.

Portanto, pessoas com HIV são protegidas contra discriminação em praticamente todos os locais ou estabelecimentos públicos, incluindo bares, restaurantes, hotéis, lojas, escolas, programas vocacionais ou outros programas educacionais, táxis, ônibus, aviões e outros meios de transporte, academias, hospitais e consultórios médicos e odontológicos, desde que essas instalações sejam geralmente abertas ao público.

A discriminação por parte dos profissionais de saúde contra pessoas com HIV ainda é um problema?

Acredite ou não, sim, pessoas com HIV ainda enfrentam discriminação por parte de hospitais, médicos, dentistas e outros profissionais de saúde. Essa discriminação pode se manifestar na forma de uma recusa total em prestar serviços médicos ou de um encaminhamento ilegal devido ao status sorológico do paciente.

Que tipos de argumentos os médicos que discriminam pessoas com HIV usam e eles são legítimos?

Os médicos geralmente tentam justificar a discriminação contra pessoas com HIV com um de dois argumentos:

  • “Tratar pessoas com VIH é perigoso” (Alguns médicos recusam-se a tratar pessoas com VIH com base num medo irracional da transmissão do VIH); e
  • “O tratamento de pessoas com HIV requer experiência especial” (Alguns médicos encaminham pacientes para outros profissionais médicos com base na crença equivocada de que os clínicos gerais não são qualificados para fornecer cuidados a pacientes com HIV).

Both an outright refusal to provide medical treatment and unnecessary referrals on the basis of a person’s disability are unlawful under the ADA and Connecticut law.

Como os tribunais e os especialistas médicos responderam a esses argumentos?

Tribunais e especialistas médicos responderam a esses argumentos das seguintes maneiras:

  1. “Tratar pessoas com HIV é perigoso”

Médicos e dentistas podem alegar que a recusa em tratar um paciente com HIV é legítima por medo de contrair o vírus por meio de picadas de agulha ou outras exposições a sangue. No entanto, estudos com profissionais de saúde concluíram que o risco de contrair o HIV por exposição ocupacional é mínimo, especialmente com o uso de precauções universais.

Por esta razão, em 1998, o Supremo Tribunal dos Estados Unidos decidiu no caso Bragdon v. Abbott que os prestadores de cuidados de saúde não podem recusar-se a tratar pessoas com VIH com base em preocupações ou receios sobre a transmissão do VIH (524 US 624 (1998)).

Além da perspectiva legal, tanto a Associação Médica Americana quanto a Associação Odontológica Americana, e muitas outras organizações profissionais de saúde, emitiram políticas que afirmam que é antiético recusar tratamento a uma pessoa com HIV.

  1. “O tratamento de pessoas com VIH requer conhecimentos especializados”

Nesses casos, o mérito de uma alegação de discriminação depende se, com base em evidências médicas objetivas, os serviços ou tratamentos necessários ao paciente exigem encaminhamento a um especialista ou estão dentro do escopo de serviços e competência do provedor.

Em Estados Unidos v. Morvant, um tribunal federal rejeitou a alegação de um dentista de que pacientes com HIV necessitam de um especialista para cuidados odontológicos de rotina (898 F. Supp. 1157 (ED La 1995)). O tribunal concordou com o depoimento de especialistas que afirmaram que nenhum treinamento ou especialização especial, além daqueles possuídos por um dentista generalista, é necessário para fornecer tratamento odontológico a pessoas com HIV. O tribunal rejeitou especificamente os argumentos do dentista de que ele não era qualificado por não ter se mantido atualizado com a literatura e o treinamento necessários para tratar pacientes com HIV. Embora este caso tenha surgido no contexto de cuidados odontológicos, ele também se aplica a outros contextos médicos.

Quais são as disposições específicas da ADA que proíbem a discriminação por parte de prestadores de serviços de saúde?

De acordo com o Título III da ADA (42 USC §§ 12181-12188), é ilegal para um profissional de saúde:

  1. Negar a um paciente seropositivo o “gozo pleno e igualitário” dos serviços médicos ou negar a um paciente seropositivo a “oportunidade de beneficiar” dos serviços médicos da mesma forma que os outros pacientes.
  2. Estabelecer “critérios de elegibilidade” para o privilégio de receber serviços médicos, que tendem a excluir pacientes que testaram positivo para o VIH.
  3. Fornecer serviços “diferentes ou separados” a pacientes que são HIV-positivos ou não fornecer serviços a pacientes no “ambiente mais integrado”.
  4. Negar serviços médicos iguais a uma pessoa que se sabe ter um “relacionamento” ou “associação” com uma pessoa com HIV, como um cônjuge, parceiro, filho ou amigo.

Quais práticas específicas de assistência médica constituem discriminação ilegal contra pessoas com HIV?

Aplicando as disposições específicas da ADA acima à prática de cuidados de saúde, as seguintes práticas são ilegais:

  • Um profissional de saúde não pode se recusar a tratar uma pessoa com HIV com base no risco percebido de transmissão do HIV ou porque o médico simplesmente não se sente confortável em tratar uma pessoa com HIV.
  • Um profissional de saúde não pode concordar em tratar um paciente apenas em um ambiente de tratamento fora do consultório regular do médico, como uma clínica hospitalar especial, simplesmente porque a pessoa é HIV positiva.
  • Um profissional de saúde não pode encaminhar um paciente HIV positivo para outra clínica ou especialista, a menos que o tratamento necessário esteja fora do escopo de sua prática habitual ou especialidade. A ADA exige que os encaminhamentos de pacientes HIV positivos sejam feitos da mesma forma que os encaminhamentos de outros pacientes. No entanto, é permitido encaminhar um paciente para atendimento especializado se ele apresentar condições médicas relacionadas ao HIV que estejam fora da competência ou do escopo de serviços do profissional.
  • Um profissional de saúde não pode aumentar o custo dos serviços prestados a um paciente HIV positivo para adotar precauções adicionais além dos procedimentos obrigatórios de controle de infecção da OSHA e do CDC. Em certas circunstâncias, pode até ser uma violação da ADA usar precauções adicionais desnecessárias que tendem a estigmatizar um paciente simplesmente com base no seu status sorológico para o HIV.
  • Um profissional de saúde não pode limitar os horários agendados para tratar pacientes HIV positivo, como insistir que um paciente HIV positivo compareça no final do dia.

What protections exist under Connecticut anti-discrimination law with regard to credit?

Any person who “regularly extends or arranges for the extension of credit” for which interest or finance charges are imposed (e.g. a bank, credit union, or other financial institution), may not discriminate because of HIV status in any credit transaction (Conn. Gen. Stat. sec. 46a-66).

Quais são algumas possíveis soluções para discriminação segundo a lei federal?

To pursue a claim under the Americans with Disabilities Act for employment discrimination, the employer must have at least 15 employees. A person must file a claim with the Equal Employment Opportunity Commission (EEOC) within 180 days of the date of the discriminatory act. A person may remove an ADA claim from the EEOC and file a lawsuit in state or federal court.

Para entrar com uma ação judicial sob a Lei dos Americanos com Deficiências por discriminação em um local de acomodação pública, uma pessoa pode, sem primeiro comparecer a uma agência administrativa, entrar com uma ação em um tribunal estadual ou federal apenas para obter uma medida liminar (ou seja, solicitar uma ordem judicial para cessar a conduta discriminatória). Indenizações pecuniárias não estão disponíveis para violações do Título III da ADA, a menos que sejam solicitadas pelo Departamento de Justiça dos Estados Unidos. No entanto, uma pessoa pode receber indenização pecuniária sob a Lei Federal de Reabilitação em casos contra entidades que recebem financiamento federal.

Para prosseguir com uma reclamação sob a Lei de Reabilitação, uma pessoa pode registrar uma queixa administrativa no escritório regional do Departamento Federal de Saúde e Serviços Humanos e/ou entrar com uma ação judicial diretamente no tribunal.

Para apresentar uma queixa ao abrigo da Lei Nacional de Moradia Justa por discriminação na habitação, uma pessoa pode apresentar uma queixa ao Departamento de Habitação e Desenvolvimento Urbano dos Estados Unidos no prazo de um ano a contar da violação. Uma pessoa também pode intentar uma ação judicial no prazo de dois anos a contar da violação. Uma ação judicial pode ser movida independentemente de a pessoa ter ou não apresentado queixa ao Departamento de Habitação e Desenvolvimento Urbano (HUD).

Discrimination | Transgender Rights | Connecticut

Does Connecticut have an anti-discrimination law protecting transgender individuals from discrimination?

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 transgender?

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)).

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 demitido por ser transgênero 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.

Note that in housing discrimination cases, the CHRO must complete its investigation within 100 days of filing and the final disposition within one year, unless it is impracticable to do so (For sexual orientation Conn. Gen. Stat. sec 46a-81(e) and for gender identity or expression Conn. Gen. Stat. sec. 46a-64c(f)).

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

Employment: hiring, reinstatement, or upgrading; back pay; restoration in a labor organization; cease and desist orders; and other relief that would fulfill the purposes of the antidiscrimination laws (e.g. training programs, posting of notices, etc.) (Conn. Gen. Stat. sec. 46a-86 (a – c)).

Housing: 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)).

Public Accommodations: 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)).

Credit: cease and desist orders and other relief that would fulfill the purposes of the anti-discrimination laws (e.g. allowing person to apply for credit on non-discriminatory terms) (Conn. Gen. Stat. sec. 46a-86 (a); sec. 46a-98 (outlining additional damages available for cases filed in Superior Court within one year of discriminatory act)).

Note that when cases are filed in court, emotional distress damages and attorneys’ fees are also available to a successful complainant. These are not available from the CHRO (See Bridgeport Hospital v. CHRO, 232 Conn. 91 (1995); Delvecchio v. Griggs & Browne Co., Inc., 2000 Conn. Super. LEXIS 1149 (April 17, 2000)(“The CHRO is without authority to award a prevailing party attorneys’ fees, punitive or compensatory damages or damages for emotional distress.”)).

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: http://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.

União: If you are a member of a union, your contract (collective bargaining agreement) may provide additional rights to you in the event of discipline, discharge, or other job-related actions. If you obtain relief under your contract, you may even decide not to pursue other remedies. Get and read a copy of your contract and contact a union steward about filing a complaint. Deadlines in contracts are strict. Bear in mind that if your union refuses to assist you with a complaint, you may have a discrimination action against them for their failure to work with you, or for failure of duty of fair representation.

Tribunal Estadual ou Federal: 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 employer fires me or 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 1-800-455-4523 (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 on the job that you are complaining about, organized by date and with an explanation of who the various players are (and how to get in touch with them). Try to have on hand copies of your employee handbooks or personnel manuals, as well as any contracts, job evaluations, memos, discharge letters and the like. 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.

Discriminatory Treatment | Connecticut

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

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: Proteções legais para pessoas transgênero

Do the laws also protect people perceived to be LGBT?

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.

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)).

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.

Credit Lending | Discrimination | Connecticut

Does Connecticut have an anti-discrimination law protecting LGBT individuals from discrimination in credit, lending and services?

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 credit, lending and services?

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 protections exist under Connecticut anti-discrimination law with regard to credit?

Any person who “regularly extends or arranges for the extension of credit” for which interest or finance charges are imposed—e.g. a bank, credit union, or other financial institution—may not discriminate on the basis of sexual orientation (Conn. Gen. Stat. sec. 46a-81f) or gender identity or expression (Conn. Gen. Stat. sec. 46a-66(a)) in any credit transaction.

Exemplo: GLAD brought and settled a claim against a credit union which refused to allow an effeminate looking man from applying for a loan until he came back looking more masculine. A federal court ruled that this stated a claim of sex discrimination (Rosa v. Park West Bank, 214 F.3d 213 (1st Cir. 2000)).

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.

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.

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 credit 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 or veteran status (Conn. Gen. Stat. sec. 46a-66).

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 (e.g. allowing person to apply for credit on non-discriminatory terms) (Conn. Gen. Stat. sec. 46a-86 (a); sec. 46a-98 (outlining additional damages available for cases filed in Superior Court within one year of discriminatory act)).

Note that when cases are filed in court, emotional distress damages and attorneys’ fees are also available to a successful complainant. These are not available from the CHRO (See Bridgeport Hospital v. CHRO, 232 Conn. 91 (1995); Delvecchio v. Griggs & Browne Co., Inc., 2000 Conn. Super. LEXIS 1149 (April 17, 2000)(“The CHRO is without authority to award a prevailing party attorneys’ fees, punitive or compensatory damages or damages for emotional distress.”)).

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.45

• 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).

Leis de guarda e paternidade | Connecticut

Um indivíduo gay pode adotar uma criança em Connecticut?

Sim.

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

Sim. Mais informações sobre adoção em CT podem ser encontradas, aqui.

Como um tribunal geralmente faz as determinações de custódia?

Quando um casal se divorcia, as partes são incentivadas a fazer seu próprio acordo sobre a guarda e as visitas. Caso não consigam chegar a um acordo, um juiz do Tribunal Superior determinará a guarda e as visitas com base no melhor interesse da criança (Conn. Gen. Stat., seção 46b-56(b). O tribunal considera todos os fatores relevantes, levando em consideração o crescimento, o desenvolvimento, o bem-estar da criança e a continuidade e estabilidade de seu ambiente (Cappetta). v. Cappetta, 196 Conn. 10, 16, 490 A.2d 996, 999 (1985)).

Em todos os casos contestados, o juiz nomeará um agente de relações familiares para investigar, a fim de auxiliar o juiz a chegar a uma decisão. A investigação pode abordar questões como “parentalidade e ambiente de qualquer criança, idade, hábitos e histórico [da criança], investigação sobre as condições do lar, hábitos e caráter de seus pais ou responsáveis e avaliação de sua condição mental ou física” (Conn. Gen. Stat. sec. 46b-6).

Existem diferentes tipos de custódia?

Sim (Conn. Gen. Stat. sec. 46b-56(a)). Quatro tipos:

“Guarda legal exclusiva” significa que apenas um dos pais tem o direito de tomar decisões importantes na vida da criança, incluindo questões de educação, cuidados médicos e desenvolvimento emocional, moral e religioso.

“Guarda legal compartilhada” significa que ambos os pais estão envolvidos e tomam essas decisões.

“Guarda física exclusiva” significa que uma criança vive e está sob a supervisão de apenas um dos pais, sujeita a visitas razoáveis com o outro, a menos que um tribunal considere que a visitação não é do melhor interesse da criança.

“Guarda física compartilhada” significa que a criança reside com ambos os pais de uma forma que garante contato frequente com ambos.

O tribunal também pode atribuir a custódia a um terceiro se considerar que tal é do melhor interesse da criança (Eu ia).

Se eu tiver um filho de um antigo relacionamento heterossexual e agora estiver envolvida com um parceiro do mesmo sexo, meu ex pode usar minha orientação sexual contra mim em um processo de custódia?

Como mencionado acima, os tribunais de Connecticut baseiam os acordos de custódia no melhor interesse da criança. Como regra geral, a orientação sexual ou o estado civil dos pais não devem ter influência no melhor interesse da criança.

No entanto, seu ex-parceiro pode tentar argumentar que sua orientação sexual é prejudicial ao seu filho. Diversos motivos podem ser citados, como o fato de a orientação sexual do pai/mãe LGBT estar levando outras pessoas a provocar ou ostracizar a criança, de o pai/mãe ser um mau exemplo ou de o novo parceiro/a não ser bom para a criança. Na esmagadora maioria dos casos, essas questões podem ser resolvidas a contento de um juiz, de forma que não penalize o pai/mãe gay ou a criança. Entre em contato com a GLAD para obter mais recursos para lidar com essa situação.

Faz diferença se meu ex sabia ou suspeitava que eu era gay ou lésbica antes de nos separarmos?

Pode fazer a diferença em relação a futuras modificações de ordens judiciais de custódia. As pessoas podem buscar modificações em ordens judiciais de custódia quando houver uma mudança nas circunstâncias que altere os melhores interesses da criança.veja geralmente, Conn. Gen. Stat. sec. 46b-56). Se um cônjuge não sabia da sua orientação sexual no momento do processo judicial, mas descobriu mais tarde, ele pode argumentar que se trata de uma mudança de circunstâncias e que as questões de custódia devem ser litigadas novamente.

É considerado prejudicial à criança se ela for provocada por ter um pai ou mãe gay ou lésbica?

Não deveria ser. Uma das responsabilidades adicionais de ser pai ou mãe gay ou lésbica é ajudar os filhos a lidar com essa possibilidade ou realidade. É claro que crianças podem ser provocadas por tudo, desde o tamanho das orelhas até o sotaque dos pais e sua falta de noção de moda, então todos os pais precisam ajudar seus filhos a desenvolver mecanismos e estratégias de enfrentamento quando surge o assédio entre colegas.

Como questão jurídica, um caso da Suprema Corte dos EUA é particularmente instrutivo, Palmore v. Sidoti, em que a Suprema Corte dos EUA reverteu a mudança de custódia da mãe para o pai, feita por um tribunal da Flórida. O motivo da troca de custódia foi o envolvimento da mãe branca com um homem negro com quem se casou posteriormente. A Suprema Corte reconheceu a realidade da parcialidade e do preconceito, e que a criança poderia ser alvo de provocações, mas recusou-se a atender a esses preconceitos ou a dar-lhes força de lei, alterando o acordo de custódia anteriormente existente. Em uma declaração de princípio constitucional aplicável a todos, a Corte declarou por unanimidade: "A Constituição não pode controlar preconceitos, mas também não pode tolerá-los. Vieses privados podem estar fora do alcance da lei, mas a lei não pode, direta ou indiretamente, torná-los efetivos".

Um tribunal pode impedir que meus filhos me visitem quando meu parceiro estiver presente?

Os tribunais têm o poder de fazer isso, mas não devem fazê-lo a menos que seja claramente no melhor interesse da criança. Os tribunais de Connecticut rejeitaram a noção de que qualquer estilo de vida específico, por si só, prejudicará uma criança e insistem em provas específicas.

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 LGBT;
  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 essas normas, consulte a publicação Protegendo Famílias: Padrões para Famílias LGBT no: Protegendo Famílias: Padrões para Famílias LGBT.

Blogue

Celebrating Historic LGBTQ+ Representation in the 2022 Elections

While we don’t know the full results from Tuesday’s midterm elections yet, we know there are many things to celebrate, including the historic representation of LGBTQ+ elected officials. We are celebrating:

  • Maura Healey was elected the first out lesbian governor in the country, as well as the first woman governor in Massachusetts.
  • Oregon’s Tina Kotek was voted in as the nation’s second openly lesbian governor.
  • Andrea Campbell won a historic victory as the first Black woman Attorney General in Massachusetts.
  • Vermont has elected its first LGBTQ+ legislator – and first woman – to Congress in Representative-Elect Becca Balint.
  • California Representative-Elect Robert Garcia became the first openly gay immigrant elected to Congress. He is the third openly gay representative elected to Congress from California.
  • Montana and Minnesota elected their first transgender state representatives:  Zooey Zephyr in Montana and Leigh Finke in Minnesota.
  • New Hampshire Representative-Elect James Roesener became the first transgender man ever elected to a state legislature.
  • Minnesota elected Alicia Kozlowski, the first nonbinary member in the state legislature.

Along with so many firsts, voters supported a number of positive ballot measures:

  • Five states voted to protect access to abortion: California, Michigan, Vermont, Kentucky, and Montana.
  • Vermont, along with Alabama, Oregon, and Tennessee, passed constitutional amendments banning slavery and involuntary servitude as a punishment for crime.
  • In a crucial win for voting rights, Michigan and Connecticut expanded early voting.
  • In Massachusetts, voters upheld a law that protects access to driver’s licenses for all people who live in the Commonwealth, regardless of immigration status.

Celebrating our victories fuels our hope, and our hope will sustain us in our work for justice.

The path to protecting democracy and truly fulfilling the promise of freedom, equality, and justice for all is long. It extends beyond any one election cycle. This election held some good news and some setbacks, but we must all stay engaged every day for the long term. With you by our side, GLAD will be here to keep fighting every day and every step of the way.

Connecticut Name and Gender Marker Clinic

Are you a member of the Connecticut LGBTQ+ community who is looking to change your name and/or gender marker?State ID illustration

Stop by the free legal clinic on November 5 for support navigating the process.

We will provide information, assistance, and a limited number of stipends for filing fees.

No registration needed. The venue is manual wheelchair accessible. If you require other accommodations, please email TransID.CT.Clinic@gmail.com.

This event is co-sponsored by the Metropolitan Community Church of Hartford, Health Care Advocates International, University of Saint Joseph’s Dept. of Social Work and Equitable Community Practice, GLBTQ Legal Advocates & Defenders (GLAD), and the law firms Shipman and Goodwin LLP.

pt_PTPortuguês
Visão geral de privacidade

Este site utiliza cookies para que possamos oferecer a melhor experiência de usuário possível. As informações dos cookies são armazenadas no seu navegador e desempenham funções como reconhecê-lo quando você retorna ao nosso site e ajudar nossa equipe a entender quais seções do site você considera mais interessantes e úteis.