The Office of Early Childhood (OEC) is committed to providing a work environment in which all people are treated with respect and dignity. All employees are expected to participate in this effort.
Federal and state law, including Title VII of the 1964 Civil Rights Act, 42 U.S.C. § 2000e-2(a)(1), and the Connecticut Fair Employment Practices Act, C.G.S. §46a-60 et seq., prohibit various forms of discrimination and illegal harassment in employment.
OEC strictly prohibits discrimination, including sexual harassment and harassment based on all of the following legally protected classes: race; color; religious creed; age; sex; pregnancy; sexual orientation; gender identity or expression; marital status; national origin; ancestry; intellectual disability; genetic information; learning disability; physical disability (including, but not limited to, blindness); mental disability (past/present history thereof); status as a victim of domestic violence; military or veteran status; or criminal record.
“Harassment” means any verbal, physical, graphic or written conduct when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of employment;
- Submission to or rejection of such conduct by an individual is used as a basis for an employment decision affecting that individual; or
- Such conduct interferes with another’s work performance or creates an intimidating, offensive or hostile work environment.
OEC shall not tolerate discrimination or harassment on the basis of a protected class by anyone, including any supervisor, co-worker, vendor, client or customer, whether in the workplace, at assignments outside of the workplace, at OEC-sponsored social events or elsewhere.
Reporting discrimination and harassment
If you believe that you are being harassed or otherwise discriminated against because of your protected class, you should immediately report the harassment/discrimination to any one of the following people:
- Your supervisor or manager;
- OEC’s Human Resources Associate – Equal Employment Opporunity, Jordan Kubik (860) 816-8853; or
- OEC’s Human Resources Generalist 2, Nickson Renoncourt (860) 713-5666
Any employee who witnesses harassment or other forms of discrimination prohibited under this policy or becomes aware that another employee has been subjected to such harassment or discrimination is also urged to immediately report the conduct via one of the three avenues listed above.
3. Supervisors and managers
Any supervisor or manager who receives a complaint about prohibited harassment or other forms of discrimination or who believes that someone is engaging in such conduct, are mandated to report it to Jordan Kubik or Nickson Renoncourt. Ignoring such conduct is not optional and may subject the supervisor or manager to disciplinary action.
OEC strictly forbids retaliation against employees who report discrimination, including harassment, or who participate in internal or external investigations involving such conduct. Agents of OEC shall not retaliate against, coerce, intimidate, threaten, harass, or interfere with any individual exercising or enjoying his or her rights under Federal or State law or because an individual aided or encouraged any other individual in the exercise of rights granted or protected by State or Federal law. All employees are strongly urged to report all instances of retaliation via one of the avenues listed above.
OEC takes all complaints and reports of harassment and discrimination seriously. All complaints and reports will be investigated promptly. All employees are expected to cooperate fully with all administrative complaint investigations and any actions taken by OEC as a result of such investigations.
If an investigation confirms that discrimination or harassment prohibited under this policy has occurred, OEC will take corrective action promptly. Discipline up to and including discharge from state service may be imposed.
Commissioner, Office of Early Childhood Education