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Case Law Connecticut General Statues

...... With regards to the second question, the court looks at the language of the statute, where there is nothing to say that Beason can bring a claim for perceived physical disability discrimination. The court also looks at legislative history, which demonstrates that in the case of other anti-discriminatory statutes, there is language prohibiting discrimination based on a perception (as opposed to just discrimination based on something that is in fact there). The court views this as the legislature intending not to allow a claim for discrimination based on the perception that one is disabled and interprets the statute as such. Furthermore, the court finds no persuasive case law supporting Beason and rules against him, upholding the district courts decision
The statutes that comprise the CFEPA, in particular Connecticut General Statute Section 46a-60, prohibit discriminatory employment practices. Part 1 of that statute is of relevance to Beason v. United Technologies because it explicitly prohibits an employer from refusing to employ or discharging someone because he or she has a physical or mental disability. In defining disability, the related statute at Section 46a-51 has the applicable definitions that are relevant to determining what is and is not a disability......