Connecticut Whistleblower Law
Whistleblowers protected under common law “public policy” tort, but other statutory remedies may preclude use of the common law remedy.
Court Decisions:
- Sheets v. Teddy’s Frosted Foods, 427 A.2d 385 (Conn. 1980)
- Arnone v. Town of Enfield et. al., 79 Conn. App. 501 (2003)
- Burnham v. Karl and Gelb PC, 745 A.2d 178 (Conn. 2000)
- Thibodeau v. Design Group One Architects, 802 A.2d 731 (Conn. 2002)
- Forgione v. Skybox Barber Lounge, 2016 Conn. Super, LEXIS 467 (2016).
- In particularly egregious cases, employee may have a “negligent infliction of emotional distress” claim based on the manner the employee is terminated.
Statutes:
Frequently Asked Questions
Does Connecticut have a False Claims Act (FCA)?
Yes, the Connecticut Medicaid False Claims Act, which only applies to fraud in health or human services.
Does the Connecticut law have a whistleblower provision?
Yes. State intervention in a case could leave a whistleblower with an award between 15 and 25 percent. In a case that lacks state intervention, a collection could be between 25 and 30 percent. Any indication that the claimant planned or initiated the violation may reduce the award.
Does Connecticut recognize the public policy exception for wrongful termination?
Yes. According to the Connecticut General Assembly, “employers do not have the right to terminate employees “at will” if the termination violates public policy, an implied employment contract, or an implied covenant of good faith and fair dealing”.
