According to a report from the Hartford Courant, an employment discrimination lawsuit has been filed on behalf of TaShun Bowden-Lewis, Connecticut’s first African-American Chief Public Defender. The legal claim alleges, among other things, that Ms. Bowden-Lewis was wrongfully terminated in retaliation for protected workplace activities. Within this blog post, our Connecticut workplace discrimination lawyer provides a more comprehensive overview of the allegations.

Allegations: African American Employee Fired (Retaliation and Discrimination)

TaShun Bowden-Lewis was hired as Connecticut’s first African American chief public defender. She has now filed a federal civil rights lawsuit against the state alleging race-based discrimination and unlawful retaliation. Notably, Ms. Bowden-Lewis was recently terminated from her potential. She asserts that the Public Defender Services Commission—which consisted of six members who decided her fate—subjected her to harsher disciplinary actions than her White predecessors.

Throughout her 18-month stint, Bowden-Lewis had warned the commission of potential legal action, accusing them of micromanagement influenced by racial bias. During this period, there was purportedly an unusual volume of public complaints from senior agency lawyers about her management style. These complaints argued that her style deviated from the agency’s core mission. Critics within the agency felt that Bowden-Lewis too readily labeled dissent as racist and created a fraught working environment for all employees.

The workplace discrimination lawsuit details various confrontations between Ms. Bowden-Lewis and the commission over management decisions. Among other things, the lawsuit contends the Public Defender Services Commission failed to properly investigate her accusations internally. An independent review by the Hartford-based law firm found some legitimacy to her claims of racial discrimination, but it also found issues with Ms. Bowden-Lewis’s communication and management skills. The matter is now going before a federal court.

Know the Core Elements of a Workplace Discrimination Claim

To bring a successful workplace discrimination claim in Connecticut, an employee must do more than prove that they were treated “unfairly” by the business or organization. It requires establishing the following four specific elements:

Protected Characteristic: The foundational element of any discrimination claim: Proving that the case is based on mistreatment due to a protected characteristic. From a legal perspective, a protected characteristic refers to a trait that is protected from discrimination. It could be under federal law, such as Title VII of the Civil Rights Act, or state law, such as the Connecticut Fair Employment Practices Act (CFEPA). Some common protected characteristics include race, color, religion, national origin, sex, age, LGBTQ status, and disability status.
Adverse Action: Next, a claimant in a workplace discrimination claim must have experienced an adverse action taken by the employer. Adverse action is any negative action. It is not limited to termination or demotion. It can also include any negative changes in the terms and conditions of employment. Some examples include pay cuts, unfavorable shifts, reduction in job responsibilities, or other actions that materially affect the employee’s employment status or work environment.
Causal Connection: Finally, an employee must prove that the adverse action that they faced happened, at least in part, due to their protected characteristic. There must be a causal link between the protected characteristic and the adverse action. In other words, the employee must demonstrate that the adverse action occurred because of their protected status. Proving this connection can involve direct evidence (such as discriminatory remarks) or circumstantial evidence (such as a pattern of behavior by an employer).

Workers Who Raise Concerns About Discrimination May Be Subject to Retaliation

Notably, the workplace discrimination case involving the former Chief Public Defender of Connecticut also involves allegations of retaliation. Sadly, too many employees who report discrimination to their employer—whether formally or informally—face retaliation. Broadly defined, retaliation is punishment for an action. In employment law, retaliation can manifest in various forms—potentially including further discrimination, harassment, or more subtle punitive measures like exclusion from meetings, denial of promotion opportunities, or sudden negative performance reviews. Retaliation is prohibited under the same statutes that protect against discrimination, including Title VII of the Civil Rights Act and the Connecticut Fair Employment Practices Act (CFEPA).

In order to establish a case of retaliation, an employee must demonstrate that they engaged in a protected activity (such as filing a discrimination complaint, assisting in a discrimination investigation, or openly opposing discriminatory practices), suffered an adverse action from their employer, and there is a direct link between the protected activity and the adverse action. To be clear, a retaliation claim is a wholly separate (additional) cause of action. You can bring both a discrimination claim and a retaliation claim. Even if the court determines that there was no discrimination, it could find unlawful retaliation.

Why Trust Us to Protect Your Rights in a Discrimination Case in Connecticut

All workers deserve access to fair, equitable opportunities. You should not be treated any less favorably due to your race, gender, or any other legal protected characteristic. Unfortunately, too many employers fail to comply with the law. Any worker in Connecticut should have a full and comprehensive understanding of their rights. You cannot always rely on an employer to treat you in a fair and proper manner. A claim may be needed to get justice.

At Hayber, McKenna & Dinsmore, LLC, we are a boutique employee rights firm. Our attorneys are always prepared to protect the rights of workers first. With a deep understanding of federal law and Connecticut law, we hold employers accountable for discriminatory practices. To learn more, you can review our client testimonials, our representative case results, and reach out to us directly with any specific questions or concerns about your discrimination claim.

Contact Our Connecticut Workplace Discrimination Attorney Today

At Hayber, McKenna & Dinsmore, LLC, our Connecticut employment discrimination lawyers have the professional expertise you can trust when it matters most. Call us at (860) 522-8888 or connect with us through our website for your completely confidential initial consultation. With offices in Milford and Hartford, we take on all types of employment discrimination cases in Connecticut, including in Middlesex County, Hartford County, and New Haven County.