Know Your Rights: LGBTQ+ Discrimination in Connecticut

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Discrimination | Public Accommodations | Connecticut

Connecticut Public Accommodations Q&A

什麼是「公共住宿場所」？

公共住宿場所指「任何向公眾提供其服務、設施或商品的機構」（康乃狄克州普通法規第46a-63(1)條）。此定義範圍刻意寬泛，包括飯店、餐廳、休息區、醫院和康乃狄克州公立學校。康乃狄克州人權與機會委員會 (CHRO) 將公立學校和公立學院視為公共住宿。

康乃狄克州是否有反歧視法保護 LGBT 人士在公共場所免受歧視？

是的。自1991年以來，康乃狄克州就禁止在公共和私營部門的就業、住房、公共設施和信貸領域基於性取向的歧視（《康乃狄克州一般法規》第46a-81c至46a-81q條）。 2011年7月，馬洛伊州長簽署了《公共法案11-55》，將上述法律的適用範圍擴大到保護跨性別者。 反歧視法, into law. The act, which went into effect on October 1, 2011, added “gender identity or expression” to Connecticut’s list of protected classes.

These laws also prohibit discrimination against people living with HIV based on disability. For more information, see: HIV/AIDS – Know Your Rights – GLAD.

法律是否也保護在公共場所被視為 LGBT 的人？

是的。康乃狄克州反歧視法將「性取向」定義為「偏好異性戀、同性戀或雙性戀，或有此類偏好的歷史，或 被認同 這種偏好…」（康乃狄克州普通法規第46a-81a條（強調添加））。這種措辭包括基於感知的歧視。例如，如果一個人因為被認為是同性戀而被解僱，無論其實際性取向如何，他都可以援引反歧視法的保護。

同樣，法律將「性別認同或表達」定義為：

[一個人的性別相關身分、外表或行為，是否 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)).

法律對於公共場所的歧視有何規定？

這些場所不得因個人的性取向（康乃狄克州一般法規第 46a-81d 條）、性別認同或性別表達（康乃狄克州一般法規第 46a-64(a) (1) 和 (2) 條）而拒絕提供充分和平等的住宿，或以任何方式歧視。

另一項具體法律禁止在高爾夫俱樂部基於種族、宗教、膚色、國籍、血統、性別、性別認同或表達、婚姻狀況或性取向進行歧視（康乃狄克州普通法第52-571d (b) 和 (c) 條）。如果您因上述任何一項原因被拒絕會員資格或進入高爾夫俱樂部，您可以向高等法院提起訴訟，以阻止進一步的違規行為，並追回至少$250的損害賠償金，外加訴訟費和律師費（康涅狄格州普通法第52-571d (g) 條）。

我如何提出歧視申訴？

如果您想提交投訴，請聯絡康乃狄克州人權與機會委員會 (CHRO) 區域辦事處的受理人員。受理人員將討論您的疑慮，解釋申訴流程，並告知您 CHRO 可以為您提供哪些協助。如果 CHRO 擁有管轄權，我們將安排您前往區域辦事處提交投訴。 CHRO 行政總部和四個區域辦事處的聯絡資訊如下：

行政總部 25 Sigourney Street Hartford, CT 06106 電話：(860) 541-3400 或 (800) 477-5737 傳真：(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

投訴必須以書面形式並經宣誓後提出，且必須註明投訴人（「投訴人」）及其被投訴實體（「被投訴人」）的姓名和地址。投訴必須列明涉嫌違法行為的具體內容，並（最好）列明違法行為發生的時間（康乃狄克州《一般法規》第46a-82條）。提交投訴無需付費。

我需要律師嗎？

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 the defendants are likely to have legal representation. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

提出歧視投訴的截止日期是什麼？

A complaint must generally be filed with the CHRO within 300 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. Note: Until 2019, complaints needed to be filed within 180 days of the last discrimination act or acts.

我可以一次提交多種類型的歧視投訴嗎？

是的。康乃狄克州公共場所反歧視法禁止因性取向、性別認同或表達，以及種族、膚色、宗教信仰、年齡、性別、婚姻狀況、國籍、血統、殘疾、合法收入來源或退伍軍人身分而歧視任何人（康乃狄克州一般法規第46a-64條）。

向 CHRO 提出投訴後會發生什麼事？

當您向首席人力資源長 (CHRO) 提交投訴時，我們會向您提供一份資料包，其中解釋了 CHRO 的投訴流程和截止日期。請仔細閱讀並遵守相關截止日期。

投訴將送達您的被告，被告必須在30天內宣誓答覆。如果您希望對被告的答覆作出回應或評論，您有15天的時間。

在收到被告回覆後的60天內，人力資源長 (CHRO) 將審查投訴，並確定是否需要進一步調查。這被稱為「優點評估審查」(MAR)。審查僅基於您的原始投訴、答覆以及您對答覆提出的任何其他意見。由於許多案件在此階段被駁回，GLAD 建議您回覆被告的答覆。

如果案件被駁回，您將有15天的時間申請將投訴從CHRO移交至法院。如果您不申請撤回投訴，CHRO將審查您的案件，並決定是否維持駁回決定或恢復您的投訴。

如果案件未被駁回，我們將指派一名調查員，並在60天內舉行強制性調解會議。若談判未能達成各方均可接受的和解，任何一方或人力資源長均可申請提前法律幹預。首席人力資源長有90天的時間來決定是否批准該請求。如果批准，我們將任命一名聽證官，在審判式聽證會上裁定案件的實質內容。

如果沒有提前法律幹預的請求，調查員將繼續收集證據，並做出「合理原因」或「無合理原因」的裁決。如果裁定結果為“合理原因”，您可以要求將案件交由首席人權官（CHRO）審理或移交高等法院。如果裁定結果為“無合理原因”，您有15天的時間申請複議。

如果個人在 CHRO 勝訴，CHRO 可以針對歧視授予哪些法律補救措施？

停止令及其他救濟措施，旨在實現反歧視法的目的。首席人權官 (CHRO) 也可下令向州政府支付民事罰款（《康乃狄克州一般法規》第 46a-86(a) 條；第 46a-64(c) 條）。

我應該把案件從首席人力資源官那裡撤下來，然後向法院提起訴訟嗎？我該怎麼做？

您應該與您的律師共同做出決定。州法院比CHRO法院能給您更高的賠償金額，包括精神損害賠償和律師費。

Complainants are no longer required to have their cases heard by the Commission. The complainant and the respondent may jointly request a release of jurisdiction at any time after a complaint is filed with the Commission.

After 180 days from the filing of the complaint, the complainant may request a release of jurisdiction if the complaint is still pending. Prior to 180 days, the complainant may request that the Commission conduct an expedited case assessment review and issue a release after case assessment is done. The Commission has 10 business days to issue the release. After issuing the release, the Commission will dismiss the complaint and close the case.

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.

在提出歧視投訴之前我可以做哪些準備？

Contact GLAD Answers by filling out the email form at GLAD 答案 or by phone at 800-455-4523 (GLAD) to discuss options.

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). GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

資源

For more information about the CHRO complaint process see:

For information about discrimination protections for people living with HIV, see: HIV/AIDS – Know Your Rights – GLAD

案件與辯護

To see Discrimination cases or advocacy which GLAD has been directly involved with in Connecticut, go to: 案件與辯護 – GLAD and under “By Issue” click on “Discrimination” and under “By Location” click on “Connecticut.”

新聞與新聞稿

To see news and press releases about Discrimination in Connecticut, go to: 新聞與新聞稿 – GLAD and under “By Issue” click on “Discrimination” and under “By Location” click on “Connecticut.”

Discrimination | Credit, Lending & Services | Connecticut

Connecticut Credit, Lending & Services Q&A

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

These laws also prohibit discrimination against people living with HIV based on disability. For more information, see: HIV/AIDS – Know Your Rights – GLAD.

Do the laws also protect people perceived to be LGBTQ+ in credit, lending and services?

同樣，法律將「性別認同或表達」定義為：

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.

Example: 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)).

我如何提出歧視申訴？

行政總部 25 Sigourney Street Hartford, CT 06106 電話：(860) 541-3400 或 (800) 477-5737 傳真：(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

如果您是州政府僱員，您可以直接向法院提起訴訟。州政府僱員可以完全跳過首席人力資源官 (CHRO) 的流程。

我需要律師嗎？

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 banks and other defendants are likely to have legal representation. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

提出歧視投訴的截止日期是什麼？

我可以一次提交多種類型的歧視投訴嗎？

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).

向 CHRO 提出投訴後會發生什麼事？

當您向首席人力資源長 (CHRO) 提交投訴時，我們會向您提供一份資料包，其中解釋了 CHRO 的投訴流程和截止日期。請仔細閱讀並遵守相關截止日期。

投訴將送達您的被告，被告必須在30天內宣誓答覆。如果您希望對被告的答覆作出回應或評論，您有15天的時間。

如果個人在 CHRO 勝訴，CHRO 可以針對歧視授予哪些法律補救措施？

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 the prevailing party’s attorneys’ fees, punitive or compensatory damages or damages for emotional distress.”)).

我應該把案件從首席人力資源官那裡撤下來，然後向法院提起訴訟嗎？我該怎麼做？

您應該與您的律師共同做出決定。州法院比CHRO法院能給您更高的賠償金額，包括精神損害賠償和律師費。

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.

有其他方式可以提起歧視投訴嗎？

有可能，這取決於您的具體情況。

State or Federal Court: 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.
Connecticut Department of Banking: You can file a complaint with the Department of Banking. For more information see: Online eLicensing Instructions

在提出歧視投訴之前我可以做哪些準備？

Contact GLAD Answers by filling out the email form at GLAD 答案 or by phone at 1-800-455-4523 (GLAD) to discuss options.

Some people prefer to meet with an attorney to evaluate the strength of their claims before filing a case. It is always helpful if you bring to your attorney an outline or diary of what happened on the job that you are complaining about. It is best if the information is organized by date and explains who the various players are (and how to get in touch with them), as well as what happened, who said what, and who was present for any important conversations or incidents. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

資源

For more information about the CHRO complaint process see:

For information about discrimination protections for people living with HIV, see: https://www.gladlaw.org/issues/hivaids/.

For more information about filing a complaint with the Connecticut Department of Banking, see: Online eLicensing Instructions

案件與辯護

新聞與新聞稿

Discrimination | Employment | Connecticut

Connecticut Employment Q&A

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

These laws also prohibit discrimination against people living with HIV based on disability. For more information, see: https://www.gladlaw.org/issues/hivaids/.

Do the laws also protect people perceived to be LGBTQ+ in employment?

同樣，法律將「性別認同或表達」定義為：

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 (see generally Conn. Gen. Stat. secs. 46a-81g to 46a-81o) and gender identity or expression (see generally 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-LGBTQ+ 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 LGBTQ+ individuals are no longer excluded from the military and ROTC programs; and effective 2021 transgender individuals can serve in the military and will be allowed participation in ROTC.

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 LGBTQ+?

Yes. It is just as unlawful to sexually harass an LGBTQ+ individual as it is to harass anyone else. Some harassment is specifically anti-LGBTQ+, 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 on various occasions:

(Compare Oncale v. Sundowner Offshore Services, 523 U.S. 75, 118 S.Ct. 998 (1998) (man can sue for sexual harassment by other men under federal sexual harassment laws);
Melnychenko v. 84 Lumber Co., 424 Mass. 285, 676 N.E.2d 45 (1997) (same-sex sexual harassment forbidden under state law)).

我如何提出歧視申訴？

行政總部 25 Sigourney Street Hartford, CT 06106 電話：(860) 541-3400 或 (800) 477-5737 傳真：(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.

如果您是州政府僱員，您可以直接向法院提起訴訟。州政府僱員可以完全跳過首席人力資源官 (CHRO) 的流程。

我需要律師嗎？

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.

GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

提出歧視投訴的截止日期是什麼？

Can I file more than one type of discrimination complaint at once, for example, if I believe I was fired both because I am a lesbian and 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).

向 CHRO 提出投訴後會發生什麼事？

當您向首席人力資源長 (CHRO) 提交投訴時，我們會向您提供一份資料包，其中解釋了 CHRO 的投訴流程和截止日期。請仔細閱讀並遵守相關截止日期。
投訴將送達您的被告，被告必須在30天內宣誓答覆。如果您希望對被告的答覆作出回應或評論，您有15天的時間。

如果個人在 CHRO 勝訴，CHRO 可以針對歧視授予哪些法律補救措施？

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)).

我應該把案件從首席人力資源官那裡撤下來，然後向法院提起訴訟嗎？我該怎麼做？

您應該與您的律師共同做出決定。州法院比CHRO法院能給您更高的賠償金額，包括精神損害賠償和律師費。

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.

我還可以向聯邦機構提出歧視投訴嗎？

Yes. Federal employment non-discrimination law, called Title VII, applies to employers with at least 15 employees.

Someone who brings a claim of discrimination may sometimes pursue protections under both state and federal law. This is true because there may be overlapping provisions of state and federal law. For example, Title VII forbids employment discrimination based on race, sex, age, religion, and disability (which includes HIV status), but does not expressly forbid discrimination based on “sexual orientation” or “gender identity.”

However, in Bostock v. Clayton County, Georgia, No. 17-1618 (S. Ct. June 15, 2020, see: 17-1618 Bostock v. Clayton County (06/15/2020)), the Supreme Court held that firing individuals because of their sexual orientation or transgender status violates Title VII’s prohibition on sex-based discrimination. For more information on how the EEOC enforces discrimination against LGBTQ+ employees, see: Sexual Orientation and Gender Identity (SOGI) Discrimination | US Equal Employment Opportunity Commission.

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. 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.

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 (34 United States Code 42 sec. 2000e-5(e)(1)). (People who work for federal agencies are beyond the scope of this publication.)

有其他方式可以提起歧視投訴嗎？

有可能，這取決於您的具體情況。

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.
州法院或聯邦法院：在向美國人權辦公室 (CHRO)、平等就業機會委員會 (EEOC) 或兩者提交申請後，您可以決定從這些機構撤回您的歧視案件，並向法院提起訴訟。關於何時以及如何撤回歧視案件，如上所述，有相關規定。

此外，您可能希望提起訴訟，以解決歧視機構未能妥善處理的其他索賠。例如，如果您因違反合約而被解僱，或因未按照手冊中承諾的漸進式紀律處分而被解僱，或因做了雇主不喜歡但法律要求的事情而被解僱，這些情況都超出了機構的調查範圍，應由法院處理。同樣，如果您的索賠涉及違反憲法權利的行為——例如，如果您是一名教師或政府僱員，並且認為自己的言論自由權或平等保護權受到了侵犯——那麼這些事項也必須在法院審理。

What can I do if my employer fires me for filing a complaint of discrimination?

It is illegal for your employer 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)).

在提出歧視投訴之前我可以做哪些準備？

Contact GLAD Answers by filling out the email form at https://www.gladlaw.org/know-your-rights/glad-answers/ or by phone at 800-455-4523 (GLAD) to discuss options.

As a general matter, people who are still working under discriminatory conditions have to evaluate how filing a case will affect their job, and if they are willing to assume those possible consequences. Even if you have been fired, 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. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

資源

For more information about the CHRO complaint process see:

For information about discrimination protections for people living with HIV, see: https://www.gladlaw.org/issues/hivaids/.

For more information about filing an EEOC discrimination complaint see: https://www.eeoc.gov/how-file-charge-employment-discrimination.

案件與辯護

To see Discrimination cases or advocacy which GLAD has been directly involved with in Connecticut, go to: https://www.gladlaw.org/our-impact/cases/ and under “By Issue” click on “Discrimination” and under “By Location” click on “Connecticut.”

新聞與新聞稿

To see news and press releases about Discrimination in Connecticut, go to: https://www.gladlaw.org/news/news-press/ and under “By Issue” click on “Discrimination” and under “By Location” click on “Connecticut.”

Discrimination | Housing | Connecticut

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

These laws also prohibit discrimination against people living with HIV based on disability. For more information, see: HIV/AIDS – Know Your Rights – GLAD.

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

同樣，法律將「性別認同或表達」定義為：

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

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

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

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

我如何提出歧視申訴？

行政總部 25 Sigourney Street Hartford, CT 06106 電話：(860) 541-3400 或 (800) 477-5737 傳真：(860) 246-5068
• 國會地區辦公室 450 Columbus Boulevard Hartford, CT 06103-1835 電話：(860) 566-7710 傳真：(860) 566-1997
• 東部地區辦事處 100 Broadway Norwich, CT 06360 電話：(860) 886-5703 傳真：(860) 886-2550
• 西中部地區辦事處羅蘭州政府中心 55 West Main Street, Suite 210 Waterbury, CT 06702-2004 電話：(203) 805-6530 傳真：(203) 805-6559
• 西南地區辦事處 350 Fairfield Avenue, 6th Floor Bridgeport, CT 06604 電話：(203) 579-6246 傳真：(203) 579-6950

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

投訴必須以書面形式並經宣誓後提出，且必須註明投訴人（「投訴人」）及其被投訴實體（「被投訴人」）的姓名和地址。投訴必須列明涉嫌違法行為的具體內容，並（最好）列明違法行為發生的時間（康乃狄克州《一般法規》第46a-82條）。提交投訴無需付費。
如果您是州政府僱員，您可以直接向法院提起訴訟。州政府僱員可以完全跳過首席人力資源官 (CHRO) 的流程。

我需要律師嗎？

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 landlords and other defendants are likely to have legal representation. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

提出歧視投訴的截止日期是什麼？

Can I file more than one type of discrimination complaint at once, for example, if I believe I was evicted both because I am a lesbian and Latina?

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

向 CHRO 提出投訴後會發生什麼事？

當您向首席人力資源長 (CHRO) 提交投訴時，我們會向您提供一份資料包，其中解釋了 CHRO 的投訴流程和截止日期。請仔細閱讀並遵守相關截止日期。
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.
在收到被告回覆後的60天內，人力資源長 (CHRO) 將審查投訴，並確定是否需要進一步調查。這被稱為「優點評估審查」(MAR)。審查僅基於您的原始投訴、答覆以及您對答覆提出的任何其他意見。由於許多案件在此階段被駁回，GLAD 建議您回覆被告的答覆。

如果個人在 CHRO 勝訴，CHRO 可以針對歧視授予哪些法律補救措施？

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 anti-discrimination 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)).

我應該把案件從首席人力資源官那裡撤下來，然後向法院提起訴訟嗎？我該怎麼做？

您應該與您的律師共同做出決定。州法院比CHRO法院能給您更高的賠償金額，包括精神損害賠償和律師費。
要在州法院而不是 CHRO 起訴某個實體，您必須遵循幾個步驟並滿足各種期限（康乃狄克州一般法規第 46a-101 至 46a-102 條）。

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.

我還可以向聯邦機構提出歧視投訴嗎？

Yes. Persons who identify as LGBTQ and believe they have experienced housing discrimination because of their actual or perceived sexual orientation or gender identity can assert their rights under the Fair Housing Act by filing a complaint with the U.S. Department of Housing and Urban Development (HUD). You can find more detailed information about the protections HUD provides to LGBTQ people here: Housing Discrimination and Persons Identifying as Lesbian, Gay, Bisexual, Transgender, and/or Queer/Questioning (LGBTQ)

There is information about filing a housing discrimination complaint with HUD here: File a Complaint – Main Page | HUD.gov / US Department of Housing and Urban Development (HUD).

The form for submitting a complaint can be found here: https://www.hud.gov/sites/documents/DOC_12150.PDF.

HUD views LGBTQ discrimination as a form of “sex” discrimination, so if you have a sexual orientation or gender identity complaint, you should indicate “sex” as the discrimination factor.

A HUD complaint must be filed within one year of the last act of discrimination. The statute of limitations for bringing fair housing complaints in federal courts is not later than two years after the occurrence or the termination of an alleged discriminatory housing practice. However, if an administrative case is filed with HUD, the statute of limitations is tolled during the period of time in which HUD is evaluating the complaint. In English, what that means is that the time HUD has the case does not count when calculating the two year statute of limitations.

有其他方式可以提起歧視投訴嗎？

有可能，這取決於您的具體情況。

State or Federal Court: After filing with the CHRO, HUD, 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. In addition, you may wish to bring a court case to address other claims which are not appropriately handled by discrimination agencies, e.g. if you landlord is not meeting his obligation to provide a safe living space.

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

It is illegal for your 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)).

在提出歧視投訴之前我可以做哪些準備？

Contact GLAD Answers by filling out the email form at GLAD 答案 or by phone at 800-455-4523 (GLAD) to discuss options.

As a general matter, people who are still residing under discriminatory conditions have to evaluate how filing a case will affect their housing, and if they are willing to assume those possible consequences. Even if you have been 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). Bring a copy of your lease, along with any notices and letters you have received from your landlord. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

資源

For more information about the CHRO complaint process see:

For information about discrimination protections for people living with HIV, see: https://www.gladlaw.org/issues/hivaids/.

For information about the HUD complaint process see:

Learn About the FHEO Complaint and Investigation Process | HUD.gov / US Department of Housing and Urban Development (HUD)

Discrimination | Employment | Connecticut

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

These laws also prohibit discrimination against people living with HIV based on disability. For more information, see: https://www.gladlaw.org/issues/hivaids/.

Do the laws also protect people perceived to be LGBTQ+ in employment?

同樣，法律將「性別認同或表達」定義為：

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

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-LGBTQ+ 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 LGBTQ+ individuals are no longer excluded from the military and ROTC programs; and effective 2021 transgender individuals can serve in the military and will be allowed participation in ROTC.

Does Connecticut law forbid sexual harassment on the job?

Yes. Connecticut law defines sexual harassment as:

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

Both the United States Supreme Court and several state courts have found same-sex sexual harassment to violate sexual harassment laws on various occasions:

(Compare Oncale v. Sundowner Offshore Services, 523 U.S. 75, 118 S.Ct. 998 (1998) (man can sue for sexual harassment by other men under federal sexual harassment laws);
Melnychenko v. 84 Lumber Co., 424 Mass. 285, 676 N.E.2d 45 (1997) (same-sex sexual harassment forbidden under state law)).

我如何提出歧視申訴？

行政總部 25 Sigourney Street Hartford, CT 06106 電話：(860) 541-3400 或 (800) 477-5737 傳真：(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

如果您是州政府僱員，您可以直接向法院提起訴訟。州政府僱員可以完全跳過首席人力資源官 (CHRO) 的流程。

我需要律師嗎？

No. The process is designed to allow people to represent themselves.

GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

提出歧視投訴的截止日期是什麼？

Can I file more than one type of discrimination complaint at once, for example, if I believe I was fired both because I am a lesbian and Latina?

向 CHRO 提出投訴後會發生什麼事？

如果個人在 CHRO 勝訴，CHRO 可以針對歧視授予哪些法律補救措施？

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 anti-discrimination laws (e.g. training programs, posting of notices, etc.) (Conn. Gen. Stat. sec. 46a-86 (a – c)).

我應該把案件從首席人力資源官那裡撤下來，然後向法院提起訴訟嗎？我該怎麼做？

您應該與您的律師共同做出決定。州法院比CHRO法院能給您更高的賠償金額，包括精神損害賠償和律師費。

我還可以向聯邦機構提出歧視投訴嗎？

Yes. Federal employment non-discrimination law, called Title VII, applies to employers with at least 15 employees.

有其他方式可以提起歧視投訴嗎？

有可能，這取決於您的具體情況。

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.
州法院或聯邦法院：在向美國人權辦公室 (CHRO)、平等就業機會委員會 (EEOC) 或兩者提交申請後，您可以決定從這些機構撤回您的歧視案件，並向法院提起訴訟。關於何時以及如何撤回歧視案件，如上所述，有相關規定。

What can I do if my employer fires me for filing a complaint of discrimination?

在提出歧視投訴之前我可以做哪些準備？

Contact GLAD Answers by filling out the email form at https://www.gladlaw.org/know-your-rights/glad-answers/ or by phone at 800-455-4523 (GLAD) to discuss options.

資源

For more information about the CHRO complaint process see:

For information about discrimination protections for people living with HIV, see: https://www.gladlaw.org/issues/hivaids/.

For more information about filing an EEOC discrimination complaint see: https://www.eeoc.gov/how-file-charge-employment-discrimination.

Discrimination | Credit, Lending & Services | Connecticut

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

These laws also prohibit discrimination against people living with HIV based on disability. For more information, see: HIV/AIDS – Know Your Rights – GLAD.

Do the laws also protect people perceived to be LGBTQ+ in credit, lending and services?

同樣，法律將「性別認同或表達」定義為：

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

我如何提出歧視申訴？

行政總部 25 Sigourney Street Hartford, CT 06106 電話：(860) 541-3400 或 (800) 477-5737 傳真：(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

如果您是州政府僱員，您可以直接向法院提起訴訟。州政府僱員可以完全跳過首席人力資源官 (CHRO) 的流程。

我需要律師嗎？

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 banks and other defendants are likely to have legal representation. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

提出歧視投訴的截止日期是什麼？

我可以一次提交多種類型的歧視投訴嗎？

向 CHRO 提出投訴後會發生什麼事？

當您向首席人力資源長 (CHRO) 提交投訴時，我們會向您提供一份資料包，其中解釋了 CHRO 的投訴流程和截止日期。請仔細閱讀並遵守相關截止日期。

投訴將送達您的被告，被告必須在30天內宣誓答覆。如果您希望對被告的答覆作出回應或評論，您有15天的時間。

如果個人在 CHRO 勝訴，CHRO 可以針對歧視授予哪些法律補救措施？

我應該把案件從首席人力資源官那裡撤下來，然後向法院提起訴訟嗎？我該怎麼做？

您應該與您的律師共同做出決定。州法院比CHRO法院能給您更高的賠償金額，包括精神損害賠償和律師費。

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.

有其他方式可以提起歧視投訴嗎？

有可能，這取決於您的具體情況。

State or Federal Court: 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.
Connecticut Department of Banking: You can file a complaint with the Department of Banking. For more information see: Online eLicensing Instructions

在提出歧視投訴之前我可以做哪些準備？

Contact GLAD Answers by filling out the email form at GLAD 答案 or by phone at 1-800-455-4523 (GLAD) to discuss options.

資源

For more information about the CHRO complaint process see:

For information about discrimination protections for people living with HIV, see: https://www.gladlaw.org/issues/hivaids/.

For more information about filing a complaint with the Connecticut Department of Banking, see: Online eLicensing Instructions

Discrimination | Public Accommodations | Connecticut

什麼是「公共住宿場所」？

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

These laws also prohibit discrimination against people living with HIV based on disability. For more information, see: HIV/AIDS – Know Your Rights – GLAD.

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

同樣，法律將「性別認同或表達」定義為：

法律對於公共場所的歧視有何規定？

我如何提出歧視申訴？

行政總部 25 Sigourney Street Hartford, CT 06106 電話：(860) 541-3400 或 (800) 477-5737 傳真：(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

我需要律師嗎？

提出歧視投訴的截止日期是什麼？

我可以一次提交多種類型的歧視投訴嗎？

向 CHRO 提出投訴後會發生什麼事？

當您向首席人力資源長 (CHRO) 提交投訴時，我們會向您提供一份資料包，其中解釋了 CHRO 的投訴流程和截止日期。請仔細閱讀並遵守相關截止日期。

投訴將送達您的被告，被告必須在30天內宣誓答覆。如果您希望對被告的答覆作出回應或評論，您有15天的時間。

如果個人在 CHRO 勝訴，CHRO 可以針對歧視授予哪些法律補救措施？

我應該把案件從首席人力資源官那裡撤下來，然後向法院提起訴訟嗎？我該怎麼做？

您應該與您的律師共同做出決定。州法院比CHRO法院能給您更高的賠償金額，包括精神損害賠償和律師費。

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.

在提出歧視投訴之前我可以做哪些準備？

Contact GLAD Answers by filling out the email form at GLAD 答案 or by phone at 800-455-4523 (GLAD) to discuss options.

資源

For more information about the CHRO complaint process see:

For information about discrimination protections for people living with HIV, see: HIV/AIDS – Know Your Rights – GLAD

案件與辯護

新聞與新聞稿

Violence & Harassment | Hate Crimes & Harassment | Connecticut

Does Connecticut have a hate crimes law?

Yes. Connecticut has a number of hate crimes statutes that enhance criminal penalties for bias crimes and also allow an injured person to sue for monetary damages. Connecticut’s main hate crimes law sets out sentencing enhancements for hate crimes based on actual or perceived race, religion, ethnicity, disability, sexual orientation, 和 gender identity and expression depending on their severity (Conn. Gen. Stat. sec. 53a-181i – 181l). In order to track hate crimes, the State Police maintains a reporting system so that incidents are centrally recorded (see Conn. Gen. Stat. sec. 29-7m).

How does the law define what is a hate crime?

Connecticut’s sentencing enhancements for hate crimes apply when a perpetrator commits a crime with the specific intent to harass or intimidate an individual because of their actual or perceived race, religion, ethnicity, disability, sexual orientation, gender identity, or gender expression (Conn. Gen. Stat. sec. 53a-181j(a)). In other words, the perpetrator selects his victim out of bigotry.

If those prerequisites are shown, a sliding scale of sentencing enhancements applies:

If the attacker “causes serious physical injury” to a person, the crime is a Class C Felony (Conn. Gen. Stat. sec. 53a-181j(b)).
If the attacker either: (1) causes any physical contact with their victim; (2) damages, destroys, or defaces their victim’s property or personal affects; or (3) credibly threatens to do either (1) or (2), the crime is a Class D Felony (Conn. Gen. Stat. sec. 53a-181k).
If the attacker is found to act without malice, but nonetheless either: (1) damages, destroys, or defaces their victim’s property or personal affects; (2) credibly threatens to damage, destroy, or deface their victim’s property or personal affects, or encourages another person to do so, the crime is a Class A Misdemeanor (Conn. Gen. Stat. sec. 53a-181l).

Another provision of Connecticut law applies enhanced penalties to perpetrators who repeatedly commit hate crimes (Conn. Gen. Stat. sec. 53a-40a).

There are also specific laws concerning the desecration of religious sites and cross burning which are beyond the scope of this document (see e.g. Conn. Gen. Stat. sec. 46a-58).

How do I know if an attack was a hate crime?

Trust your gut and report to the police all the details of any possible hate crime. If you leave out the details about bias, the police will have no way of knowing that the crime may be a hate crime. Law enforcement officials tend to use the following as guideposts for determining whether or not a crime is a hate crime.

Did the attacker use anti-LGBT language or slurs?
Was the victim in an area associated with LGBT people (e.g. outside a gay bar, at a Pride parade location, at a cruising area)?
Have there been similar crimes in the area?
Was the victim identified and targeted because of appearance or behavior (e.g., holding hands with a same-sex partner, wearing a Pride flag)
Did the attack occur regardless of economic motive (i.e., was the victim attacked but not robbed)?

What other options do I have if I think I have been a victim of a hate crime?

If you have been injured or if your property has been damaged, you may file a civil action against your attacker in addition to pursuing your rights in the criminal justice system (Conn. Gen. Stat. sec 52-571c). This action must be filed within three years of the date of the crime. If you prevail in court, the judge will award you triple damages and may also decide to grant equitable relief (such as an injunction ordering the attacker to stay away from you) and attorney’s fees (Id).

In what ways might the federal hate crimes law help to investigate and prosecute hate crimes?

這 Matthew Shepard and James Byrd, Jr. Hate Crimes Prevention Act (see H.R. 2647 at Text – S.909 – 111th Congress (2009-2010): Matthew Shepard Hate Crimes Prevention Act) was passed by Congress on October 22, 2009 and was signed into law by President Obama on October 28, 2009. It expands the 1969 United States federal hate crime law to include crimes motivated by a victim’s actual or perceived gender, sexual orientation, gender identity or disability.

First, and perhaps foremost, the Act allows local and state law enforcement agencies to apply for the following federal assistance from the U.S. Attorney General:

investigative, technical, forensic or prosecutorial support for criminal investigations and prosecutions,
grants for extraordinary expenses associated with the investigation and prosecution of hate crimes, and
grants to combat hate crimes committed by juveniles.

In providing assistance to local and state authorities, the priorities are hate crimes:

where the offender(s) has committed crimes in more than one state, or
that occur in rural areas which do not have the resources needed to prosecute such crimes.

Second, for hate crimes that in some way involve crossing state or national borders, or involve or affect interstate commerce, and where a state does not have jurisdiction or has requested federal assumption of jurisdiction, or where the federal government feels that justice has not been served or that U.S. prosecution is in the public interest, the Act authorizes the federal government to prosecute the case.

The Act also requires the Federal Bureau of Investigation to track statistics on hate crimes on the basis of gender and gender identity (statistics for the other groups are already tracked) and on crimes committed by and against juveniles. This is the first federal law to explicitly extend legal protections to transgender persons.

Does Connecticut have a law to protect public school students from bullying?

Yes. See the topic area “Rights & Protections” in the Issue Area “Youth.”

資源

U.S. Department of Justice information about Connecticut Hate Crimes: https://www.justice.gov/hatecrimes/state-specific-information/connecticut

The Connecticut Attorney General’s powers have been extended to violations of civil rights, see: Attorney General Tong Applauds Signing of Bill to Strengthen Civil Rights Enforcement in Connecticut

Violence & Harassment | Intimate Partner Violence | Connecticut

What is domestic violence?

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

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

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

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

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

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

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

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

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

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

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

What is “Jennifer’s Law”?

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

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

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

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

For more information, see: Substitute Senate Bill No. 1091 – Public Act No. 21-78.

Where can I go to get help?

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

Connecticut Coalition Against Domestic Violence (CCADV)

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

www.ctcadv.org

Connecticut Alliance to End Sexual Violence

(888) 999-5545 (English Toll-Free) (888) 568-8332 (Spanish Toll-Free)

There is also a Chat option on its website: Connecticut Alliance to End Sexual Violence

Connecticut Women’s Education and Legal Fund (CWEALF)

(860) 247-6090 or (860) 524-0601

www.cwealf.org

Domestic Violence Crisis Center

(888) 774-2900 (Toll-Free)

DOMESTIC VIOLENCE CRISIS CENTER

Does domestic violence play a role in custody decisions?

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

資源

Information about Connecticut Domestic Violence Laws, see: https://www.ctcadv.org/information-about-domestic-violence/ct-domestic-violence-laws/.

Connecticut Judicial Branch Domestic Violence FAQ: https://www.jud.ct.gov/faq/Domviolence.htm

案件與辯護

To see Violence & Harassment cases or advocacy which GLAD has been directly involved with in Connecticut, go to: 案件與辯護 – GLAD and under “By Issue” click on “Violence & Harassment” and under “By Location” click on “Connecticut.”

新聞與新聞稿

To see news and press releases about Violence & Harassment in Connecticut, go to: 新聞與新聞稿 – GLAD and under “By Issue” click on “Violence & Harassment” and under “By Location” click on “Connecticut.”

Updated May 2022