DocketNumber: No. CV94 0142396 S
Citation Numbers: 1995 Conn. Super. Ct. 12859, 15 Conn. L. Rptr. 433
Judges: D'ANDREA, J. CT Page 12860
Filed Date: 11/9/1995
Status: Non-Precedential
Modified Date: 4/18/2021
The plaintiff further alleges that the defendant is subject to the provisions of the Connecticut Family and Medical Leave Act (CFMLA), General Statutes §
Pursuant to Practice Book § 152(1), a motion to strike may be used to contest the "legal sufficiency of the allegations of any complaint . . . to state a claim upon which relief can be granted. . . ." In deciding a motion to strike, the court must construe the allegations in the light most favorable to the non-moving party. Gordon v. Bridgeport Housing Authority,
The defendant argues that the plaintiff's complaint fails as a matter of law because the CFMLA and its limitations represents Connecticut's public policy on family and medical leave, and that the plaintiff was not protected under CFMLA because she had not been employed by the defendant for twelve months or more. The defendant argues that "as a matter of law, an employer does not violate Connecticut public policy by terminating an employee to avoid future obligations under the Connecticut Family and Medical CT Page 12861 Leave Act." The defendant cites no authority in support of this contention. The plaintiff argues that CFMLA does not provide the exclusive remedy for the defendant's actions.
"A cause of action for wrongful discharge is only recognized where public policy is clearly contravened. Sheets v. Teddy'sFrosted Foods, Inc.,
The Supreme Court has further recognized the "inherent vagueness of the concept of public policy" and that a violation of public policy can be based upon a "judicially conceived notion of public policy" or a violation of a statute or constitutional provision. Id., 680. See also Edelman v. Mutual of Omaha Co.,
Superior Court, judicial district of Hartford/New Britain at Hartford, Docket No. 533680 (May 18, 1995) (Hale, S.T.R.); Rosariov. Hartford Hospital,
In the present case the plaintiff has alleged that the defendant terminated her on the "eve of her eligibility" for the CFMLA for the purpose of avoiding its obligation to comply with CT Page 12862 the requirements of the act, and that the defendant's actions violated the public policy of the state. That policy, the plaintiff claims, requires employers to allow their employees to care for sick family members and to promote employment opportunities for women, and prohibits employers from discriminating against employees because of their choice to have and raise children. Construing these allegations in the light most favorable to the non-movant, this court finds that the plaintiff has sufficiently alleged a cause of action for wrongful termination.
The alternate ground for the defendant's motion, that the plaintiff cannot pursue an action for wrongful discharge in violation of public policy because of the availability of a statutory remedy, misses the point. Indeed, the issue is not whether CFMLA is the plaintiffs exclusive remedy, but rather whether the plaintiff may have a cause of action based upon a termination which was wrongful because it was purposely intended to keep the plaintiff from achieving the standing necessary to pursue that remedy.
Accordingly, the motion to strike is denied.
D'ANDREA, J.