The Connecticut False Claims Act provides a framework for individuals to report suspected fraud involving state or local government funds, contracts, or programs. This may include false billing, overcharging, or other types of fraud against public entities. In certain successful cases, whistleblowers who bring information forward through authorized legal channels may be eligible to receive a portion of the government’s financial recovery. The law also includes protections intended to discourage retaliation against individuals who report fraud in good faith.

There are circumstances where whistleblowers can maintain anonymity, particularly when filing through legal counsel under federal programs such as the SEC, IRS, or the federal False Claims Act. These programs have specific provisions allowing attorneys to submit claims on behalf of clients while protecting their identities during the investigative process. Connecticut law may also provide certain confidentiality protections for individuals reporting suspected misconduct involving state programs, although the availability of anonymity depends on the nature of the claim and the agency involved.

Connecticut has detailed standards that employers must follow to properly classify workers as employees or independent contractors. Misclassification is an issue in industries such as healthcare, construction, and gig-based work. Workers who are misclassified may lose access to critical protections, including minimum wage, overtime pay, unemployment benefits, and workers’ compensation. Connecticut’s Department of Labor investigates these issues, and improperly classified workers may have options for filing complaints or participating in enforcement proceedings.

Connecticut legal requirements. Applicability can depend on specific employment circumstances.

The Connecticut Fair Employment Practices Act (CFEPA) provides broad protections against discrimination in the workplace. The law prohibits employment discrimination based on characteristics such as race, color, national origin, ancestry, sex, sexual orientation, gender identity, age, disability, and other protected categories. It also includes provisions aimed at protecting employees from retaliation for filing discrimination complaints, participating in investigations, or opposing discriminatory practices. CFEPA covers a wide range of employers and applies to many aspects of the employment relationship, including hiring, promotions, and terminations.

The Connecticut Department of Labor is responsible for investigating wage complaints, which may include unpaid overtime, failure to pay minimum wage, improper deductions, and other wage violations. Workers who believe they have not received legally mandated wages may submit a complaint to the Department for investigation. In addition, some workers may have the option to pursue private legal claims seeking to recover unpaid wages, penalties, or damages, depending on the specific circumstances and the nature of the alleged violations.

Yes. Miller Shah LLP provides legal services to businesses of varying sizes in areas including employment policy development, compliance with wage and hour regulations, whistleblower risk assessment, and internal workplace investigations. Our attorneys work with Connecticut-based employers to help them understand their legal obligations under state and federal law, mitigate compliance risks, and address potential issues proactively.

Choosing the right legal representation for a whistleblower or employment matter is an important decision. Individuals may wish to consider factors such as the firm’s familiarity with both state and federal whistleblower laws, experience navigating agencies like the Connecticut Department of Labor or the Connecticut Commission on Human Rights and Opportunities, and the firm’s ability to handle sensitive matters with discretion and strategic insight. Miller Shah LLP has experience handling whistleblower, employment, and corporate compliance matters for clients across the country, including those based in Connecticut.