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The state of Connecticut, was one of many states to pass an anti-discrimination law in 1991 in regards to sexual orientation in employment, housing, public accommodations and credit.[ CITATION Con15 \l 1033 ] Connecticut’s non-discrimination law considers sexual orientation as “having a preference for heterosexuality, homosexuality or bisexuality”, it forbids the employers from refusing to hire a person, terminating, discriminating in regards to pay, promotion and discipline. In 2014, the United States Department of Labor News Release announced that a new rule to protect workers from discrimination based on sexual orientation and gender identity was signed by President Obama, this rule applies to the federal contracting workforce.[ CITATION OFC14 \l 1033 ] Sexual orientation discrimination is based on harassment as well as differential treatment based on the person’s perceived sexuality. Many workplaces have policies and laws against sexual orientation discrimination, situations such as being overlooked for promotions, wrongful termination and write-ups because ones manager or supervisor does not like or agree with the employers sexual orientation. Sexual harassment includes comments, name calling or repetitive
ACF PART 34remarks in regards to dates based off of sexual orientation. Another law of huge concern is sexualharassment in the workplace, again in relations to the LGBT community. Sexual harassment in the workplace can include excluding or harassing a co-worker or supervisor, with comments of a sexual nature or hostile consequences. Connecticut law and the Supreme Court considers federal anti-discrimination laws on sexual harassment equal to gay and non-gay employees. According to the Connecticut Anti-Discrimination law, a company can be held liable if sexual harassment is done by an employer. Federal laws provide relief for victims of sexual harassment as well as sex and disability discrimination, these complaints can be filed with the CHRO and the Unites States Equal Employment Opportunity Commission. Personnel Recruitment and Hiring PracticesHomosexuality in the workplace can be a very complicated subject to deal with, but whenin personnel management it may be a subject worth learning, training and acknowledging. In the event that an employee is a member of the LGBT community, management personnel must have the ability to address the concerns. Benefits in the workplace are extremely important to potentialemployees, health care specifically allows the employee to ensure their families can afford medical care during times of need. A study by Kaiser Family Foundation and the Health Research & Education Trust back in 2012, showed an increase in employers that had taken the steps necessary to ensure equal benefits for workers in same-sex relationships.[ CITATION Bur12 \l 1033 ] More and more states are allowing same sex marriages, therefore Spousal Benefits must be acknowledged when recruiting and hiring members of the LGBT community.