Connecticut Criminal Records
In the state of Connecticut, criminal records have two parts – a master record and a charge record.
The master record gives the basic case information regarding the court location and docket number, plus the name, DOB, and address of the defendant (at the time of arraignment).
Date and place of arrest are also shown, as is the disposition date and any sentencing notes. The sentencing notes in the master record often summarize conditions upon release or probation. This master record lists the same case twice with one important difference.
The disposition dates for the two records are different, which is typical when a violation of probation count is entered and the sentence is modified. The second disposition date reflects the date of the verdict on the probation violation.
The charge record (shown below the line of asterisks) lists all counts remaining in the case at the time the verdict was entered. The entry of a guilty verdict on anyone surviving count makes all counts disclosable. The charge record shows the original offense and its type (felony/misdemeanor) and class (Class A, B, etc.). The record also displays sentencing information, any suspended time or time served, and the duration of any probationary period imposed.
Get a Connecticut criminal history in real-time
- Updated daily
- Search for felonies and misdemeanors
- Report provides the most recent case status and final disposition
- Priced at $20.00 per name
- Criminal report is normally completed within 24 hours
Employment screening laws in Connecticut
The State of Connecticut calls for employers who utilize employment applications that contain past criminal history questions to notify applicants about their protection from FCRA laws. Job seekers are under no responsibility to reveal information on arrests or convictions that have already been expunged, sealed or erased. For the intentions of hiring, such arrests are treated as if they never occurred.
Arrest Records: Aside from the records exemption listed previously mentioned, there are no other constraints for an employer’s ability to use arrest records.
Conviction Records: Businesses in the private sector are not restricted from inquiring about an applicant’s conviction records, aside from records that have been erased. Connecticut state law strongly encourages businesses to fully consider applicants without regard to criminal history.
Public employers must observe a few more restrictions. Conviction records are permissible, but to be considered, an offense must be relevant to the position in question. Additionally, employers must consider how much time has elapsed since the conviction, and an applicant’s personal efforts towards rehabilitation. Applications must include a statement, clearly visible, informing an applicant they do not have to disclose dismissed charges or those on which they were found not guilty.
Prohibits any public or private employers from inquiring about arrest and conviction history information on an initial employment application. Employers may not inquire about any erased records at any time. Prior convictions for which the prospective employee received a provisional pardon or certificate of rehabilitation cannot be the sole basis for discharge. The law also established a fair chance employment task force.
Bridgeport: Civil service rules apply to city
- Incorporates EEOC criteria in individualized assessment
- Right to appeal denial of employment
Bridgeport’s City Council ratified changes to the City’s civil service rules regarding criminal history investigations of applicants. Under the rules, the personnel director will seek information about applicant’s criminal histories only after the applicant has been found “otherwise eligible” to take the civil service examination. The initial employment application includes a disclaimer that criminal history information will be sought later in the application or examination process. When considering an applicant’s record, the personnel director will consider individualized factors such as the nature, job-relatedness, and age of an offense. Candidates who are disqualified because of their criminal record have the right to appeal the personnel director’s decision to the Civil Service Commission, which has the authority to grant the appellant such relief as the Commission deems appropriate or to deny the appeal.
Hartford: Ordinance applies to City and Vendors
- Background check only after a conditional offer of employment
- Background checks only required for some positions
- Policies apply to vendors/contractors doing business with the City
- Incorporates EEOC criteria in individualized assessment
- Right to appeal the denial of employment
New Haven: Ordinance applies to City and Vendors
- Background check only after a conditional offer of employment
- Policies applies to vendors/contractors doing business with the City
- Incorporates EEOC criteria in individualized assessment
- Right to appeal the denial of employment
- Provides copy of background check report
Norwich: Ordinance applies to city
Background check only after a conditional offer of employment
Source: National Employment Law Project
Remember that an employer must always consider EEOC guidance when making a hiring decision. The Equal Employment Opportunity Commission (EEOC) calls for companies to conduct an Individualized Assessment based on the nature of the offense and how it relates to the job position prior to automatically disqualifying an employment applicant based on their past criminal records history.
Disclaimer: All resources in this informational article are intended for basic informative purposes and to serve as initial guidance. It is strongly recommended to always check with your legal counsel before proceeding as new laws may emerge from federal and local municipalities after the date of this article.
Connecticut Criminal Search Report
Connecticut County Courts
Hartford
Litchfield
Middlesex
New London
Tolland
Windham