If you are employed at-will, that means that you have no contract. This allows you to be terminated for any legal reason, at any time. If you do have a contract, you may not be fired except for the causes stated in the contract. Illegal reasons for terminating an employee occurs if one is fired because of race, sex, age, disability, pregnancy, nationality, or religious beliefs. An interviewer is not even allowed to ask you about your marital or parental status, your sexual preference, or if you have been arrested.
According to the laws of Connecticut, you can sue your employer for illegal termination if one of two conditions is met. The first circumstance would be when you were fired against public policy. The second circumstance would occur if you were terminated after your employer had contracted, either verbally or through actions or behavior, that he or she would not fire you without good cause.
According to federal and state regulations, nearly every workplace must be reasonably free of life-threatening hazards or hazards that could cause serious injury. If you see a potentially dangerous problem at your place of employment, you will probably be allowed to make an anonymous complaint without having to fear punishment by the employer.
CONN-OSHA is the name for Connecticut's "Occupational Safety and Health Administration". This group bears the duty of enforcing the safety and health requirements which have a bearing on state and municipal workers. These laws help protect you from unsafe workplaces.
While no company is forced to provide an employee handbook, many do so to give a measure of protection to both the employer and the employee. The most basic of employee handbooks should at least talk about equal employment opportunity and the company's policy on sexual harassment. It should also include information about the Family Medical Leave Act and tell employees the proper way to use Internet access, email, and voicemail.
Sexual harassment in the workplace is illegal. There are some circumstances where an employer may be sued by the employee for sexual harassment, but it is advisable to speak with a licensed attorney before seeking compensation.
Sexual harassment is usually recognized when an employer makes sexual advances or comments, allows the working environment to be sexual in nature, or provides perks in return for sexual behavior.