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This case was not handled by our firm. However, if you have any questions regarding this case, or any employment or labor matter, please contact Joseph Maya at 203-221-3100 or by email at JMaya@MayaLaw.com.
The plaintiff brought an action pursuant to the Connecticut Fair Employment Practices Act, General Statues § 46a-51 et seq., alleging that the defendant employer engaged in disability discrimination and sexual harassment. Summary judgment was granted for the defendant on the grounds that the plaintiff failed to make out a prima facie case of discrimination on any of her claims. The appellate court affirmed this ruling, which was again appealed to the Connecticut Supreme Court.
The judgement of the appellate court was reversed in respect to the claim of sexual harassment in the workplace.
The plaintiff’s employment was terminated after the plaintiff admitted that she signed into the cash register and left it signed in under her customer service representative number for other employees to use in violation of the company’s loss prevention policy. The plaintiff filed a complaint with the Commission on Human Rights and Opportunities.
The Connecticut Supreme Court held that the trial court improperly determined that the plaintiff failed to establish a genuine issue of material fact as to whether she was subjected to a hostile work environment because of her sex. The complaint detailed the store manager rubbing his body against the defendant and purposely bumping into her and rubbing up against her. The plaintiff reported several remarks made by the manager to her supervisor who told the defendant to “stop being petty.” The case was sent back to the trial court on the claim of sexual harassment.
This case was not handled by our firm. However, if you have any questions regarding this case, or any employment or labor matter, please contact Joseph Maya at 203-221-3100 or by email at JMaya@MayaLaw.com.
If you feel you have been mistreated by your employer or in your place of employment and would like to explore your employment law options, contact the experienced employment law attorneys today at 203-221-3100, or by email at JMaya@mayalaw.com. We have the experience and knowledge you need at this critical juncture.
Source: Feliciano v. Autozone, Inc, 316 Conn. 65 (2015)
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