Representing Employers and
Employees throughout Connecticut, including, Hartford,
New Haven, New London, and Fairfield Counties
Our lawyers have been dedicated
to delivering "Results Oriented Legal Solutions,"
since westarted practicing law together
in Hartford, Connecticut in 1992.
are entitled to work free from sexual harassment.
Sexual harassment includes, but is not limited to,
unwelcomed sexual advances, requests for sexual favors, or
verbal or physical harassment of a sexual nature.
While most jobs in Connecticut
are classified as "employment-at-will" that does not mean
that an employer may fire someone for an illegal reason,
such as a prohibited discrimination. Employees
cannot be fired, or denied a promotion based upon
your race, color, religion, age, disability, national
origin, gender or sexual orientation you should consult
with an attorney. Similarly employees cannot be fired for
taking time off from work as allowed under the Family and
Medical Leave Act and you cannot be fired for reporting
illegal activities as work such as health or safety
violation or acts of discrimination. Employees with
a written employment contract cannot be fired in violation
of the terms of the written contract.
There are strict statutes of limitations.
Employees who believe that they have been the subject of
sexual harassment or wrongfully terminated, should consult
with the attorney of their choice without delay.
Employers should work with their attorneys to ensure
compliance with current law and to minimize risk of legal
actions based upon sexual harrasment or wrongful
with us now to schedule your free telephone
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All rights reserved.
Oriented Legal Solutions," and
"Alderman" with the stylized "A" are each
registered service marks of Alderman & Alderman,
Disclaimer: In some jurisdictions this website may
be deemed advertising. The firm's service marks
are not intended to suggest that our firm, or any of our
attorneys, can deliver results that are superior to any
other law firm. All cases are different and
successful outcomes in prior cases, do not mean that
similar results will be obtained in a future matter.
Please read our Disclaimer.