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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On the basis of these findings and others, the referee concluded that the plaintiff had retaliated against Schwartz for Schwartz’ whistle-blowing activities and that these actions constituted an adverse personnel action because they likely would dissuade a reasonable employee from whistle-blowing. Upon review of this conclusion, the trial court opined that “the referee’s application of the law was correct and ... his conclusion logically follow[ed] from the facts . . . .’’On the basis of the record before us, including the previously stated facts as found by the referee, we conclude that the court appropriately determined that the referee’s decision was proper. II

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