past as well bar in Connecticut

1996Under our laws prohibiting discrimination in the workplace, a hearing officer must construct a remedy for discriminatory employment practices in order to render a decree that will, “so far as possible, ehminate the discriminatory effects of the past as well as bar like discrimination in the future.” (Internal quotation marks omitted.) State v. Commission on Human Rights & Opportunities, 211 Conn. 464, 478 , 559 A.2d 1120 (1989); see Bridgeport Hospital v. Commission on Human Rights & Opportunities, supra, 232 Conn. 111 ; Civil Service Commission v. Commission on Human Rights & Opportunities, 1

1996Under our laws prohibiting discrimination in the workplace, a hearing officer must construct a remedy for discriminatory employment practices in order to render a decree that will, “so far as possible, ehminate the discriminatory effects of the past as well as bar like discrimination in the future.” (Internal quotation marks omitted.) State v. Commission on Human Rights & Opportunities, 211 Conn. 464, 478 , 559 A.2d 1120 (1989); see Bridgeport Hospital v. Commission on Human Rights & Opportunities, supra, 232 Conn. 111 ; Civil Service Commission v. Commission on Human Rights & Opportunities, 1

2001Where prohibited discrimination is involved, the hearing officer has not merely the power but the duty to render a decree which will, so far as possible, eliminate the discriminatory effects of the past as well as bar like discrimination in the future.” (Citation omitted; internal quotation marks omitted.) State v. Commission on Human Rights & Opportunities, 211 Conn. 464, 478 , 559 A.2d 1120 (1989).

2001Where prohibited discrimination is involved, the hearing officer has not merely the power but the duty to render a decree which will, so far as possible, eliminate the discriminatory effects of the past as well as bar like discrimination in the future.” (Citation omitted; internal quotation marks omitted.) State v. Commission on Human Rights & Opportunities, 211 Conn. 464, 478 , 559 A.2d 1120 (1989).

2022When a discriminatory employment practice has been established, the commission’s referee must ‘‘construct a remedy for discrimination that will, so far as possible, eliminate the discriminatory effects of the past as well as bar like discrimination in the future.’’ (Internal quota- tion marks omitted.) Commission on Human Rights & Opportunities v. Board of Education, 270 Conn. 665, 694 , 855 A.2d 212 (2004).

2022When a discriminatory employment practice has been established, the commission’s referee must ‘‘construct a remedy for discrimination that will, so far as possible, eliminate the discriminatory effects of the past as well as bar like discrimination in the future.’’ (Internal quota- tion marks omitted.) Commission on Human Rights & Opportunities v. Board of Education, 270 Conn. 665, 694 , 855 A.2d 212 (2004).

2012This remedial goal is furthered by vesting in a hearing officer broad discretion to award reinstatement, back pay or other appropriate remedies specifically tailored to the particular discriminatory practices at issue.” (Citations omitted; internal quotation marks omitted.) Commission on Human Rights & Opportunities v. Truelove & Maclean, Inc., 238 Conn. 337, 350 , 680 A.2d 1261 (1996).

2012This remedial goal is furthered by vesting in a hearing officer broad discretion to award reinstatement, back pay or other appropriate remedies specifically tailored to the particular discriminatory practices at issue.” (Citations omitted; internal quotation marks omitted.) Commission on Human Rights & Opportunities v. Truelove & Maclean, Inc., 238 Conn. 337, 350 , 680 A.2d 1261 (1996).

2022The referee is vested with ‘‘broad discretion to award . . . back pay or other appropriate remedies specifically tailored to the partic- ular discriminatory practices at issue.’’ (Internal quota- tion marks omitted.) Thames Talent, Ltd. v. Commis- sion on Human Rights & Opportunities, 265 Conn. 127, 136 , 827 A.2d 659 (2003).

2022The referee is vested with ‘‘broad discretion to award . . . back pay or other appropriate remedies specifically tailored to the partic- ular discriminatory practices at issue.’’ (Internal quota- tion marks omitted.) Thames Talent, Ltd. v. Commis- sion on Human Rights & Opportunities, 265 Conn. 127, 136 , 827 A.2d 659 (2003).

2001“It is the [commission] that is charged with the primary responsibility of determining whether discriminatory practices have occurred and what the appropriate remedy for such discrimination must be.” Dept. of Health Services v. Commission on Human Rights & Opportunities, 198 Conn. 479, 488 , 503 A.2d 1151 (1986).

2001“It is the [commission] that is charged with the primary responsibility of determining whether discriminatory practices have occurred and what the appropriate remedy for such discrimination must be.” Dept. of Health Services v. Commission on Human Rights & Opportunities, 198 Conn. 479, 488 , 503 A.2d 1151 (1986).

1996“Read in its entirety, the [act] not only defines important rights designed to rid the workplace of discrimination, but also vests first-order administrative oversight and enforcement of these rights in the CHRO.” Sullivan v. Board of Police Commissioners, 196 Conn. 208, 216 , 491 A.2d 1096 (1985).

1996“Read in its entirety, the [act] not only defines important rights designed to rid the workplace of discrimination, but also vests first-order administrative oversight and enforcement of these rights in the CHRO.” Sullivan v. Board of Police Commissioners, 196 Conn. 208, 216 , 491 A.2d 1096 (1985).

1989We are under a duty to render relief which will eliminate the ‘discriminatory effects of the past as well as bar like discrimination in the future.’ Louisiana v. United States, 380 U.S. 145, 154 , 85 S. Ct. 817, 822 , 13 L.

1989We are under a duty to render relief which will eliminate the ‘discriminatory effects of the past as well as bar like discrimination in the future.’ Louisiana v. United States, 380 U.S. 145, 154 , 85 S. Ct. 817, 822 , 13 L.