Eagen v. Commission on Human Rights & Opportunities, 42 A.3d 478 (2012)

Citation: Eagen v. Commission on Human Rights & Opportunities, 42 A.3d 478 (2012)
Parent Document: Eagen v. Commission on Human Rights & Opportunities, 42 A.3d 478 (2012)
Jurisdiction: Connecticut (state)
Effective Date: 2012-05-22
Original Source: https://www.courtlistener.com/opinion/2297138/eagen-v-commission-on-human-rig... ↗

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The following facts and procedural history are necessary to our resolution of the plaintiffs appeal. The university hired Schwartz as a part-time consultant and attending veterinarian in December, 1995, and, in September, 1996, it hired him as a full-time attending laboratory animal veterinarian in the office of animal research services (animal research office). The university hired the plaintiff as its labor and employment specialist in 2005, and his duties include involvement in disciplinary matters. Over the course of Schwartz’ employment with the university, he filed several complaints, both with the university and with outside agencies, concerning incidents at the animal research office, allegedly involving improper hiring practices, maltreatment of animals, unauthorized access to and improper distribution of restricted or controlled substances, unethical practices and violations of federal and state law. The plaintiff was aware of Schwartz’ complaints, as was Schwartz’ supervisor, Cecile Baccanale, the director of the animal research office. Many other university employees also were aware of Schwartz’ complaints. In August, 2007, the plaintiff drafted a letter to Schwartz, which was signed by Gregory Anderson, the university’s vice provost for research and graduate education and dean of *568

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