Advocate Michael D. O’Connell, of Hartford’s O’Connell, Flaherty & Atmore, had a daunting task, convincing the Supreme Court that its own prior decisions prevent it from drawing the lines for sex discrimination in a hot case.
On Feb. 11, O’Connell was arguing to a panel of five that a secretary in a small architectural firm could not claim wrongful termination due to pregnancy. Under common law she’s an “at-will” employee, and the Connecticut Fair Employment Practices Act exempts businesses with three or fewer employees.
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