Identification of Initial Discovery Protocol for Employment Cases
Connecticut Identification of Initial Discovery Protocol for Employment Cases is a pre-action procedure that is used in Connecticut to identify and preserve evidence in employment cases. It is designed to reduce the costs and delays associated with litigation by allowing parties to identify and exchange relevant evidence before filing a lawsuit. This protocol is triggered when an employee files a complaint with the Connecticut Commission on Human Rights and Opportunities (CCRO) or files a lawsuit in state court. The Connecticut Identification of Initial Discovery Protocol for Employment Cases involves a three-step process: 1. Identification of Evidence: The parties must identify and disclose all evidence that is in their possession, custody, or control, which is relevant to the claim. This includes documents, tangible objects, electronically stored information, and witnesses. 2. Exchange of Evidence: Once the evidence has been identified, the parties must exchange any non-privileged evidence that is relevant to the claim. This includes documents, tangible objects, electronically stored information, and witnesses. 3. Preservation of Evidence: The parties must take reasonable steps to preserve any evidence that is in their possession, custody, or control. This includes documents, tangible objects, electronically stored information, and witnesses. The Connecticut Identification of Initial Discovery Protocol for Employment Cases applies to all claims of employment discrimination, including claims of discrimination based on race, gender, age, religion, national origin, disability, and sexual orientation.
Connecticut Identification of Initial Discovery Protocol for Employment Cases is a pre-action procedure that is used in Connecticut to identify and preserve evidence in employment cases. It is designed to reduce the costs and delays associated with litigation by allowing parties to identify and exchange relevant evidence before filing a lawsuit. This protocol is triggered when an employee files a complaint with the Connecticut Commission on Human Rights and Opportunities (CCRO) or files a lawsuit in state court. The Connecticut Identification of Initial Discovery Protocol for Employment Cases involves a three-step process: 1. Identification of Evidence: The parties must identify and disclose all evidence that is in their possession, custody, or control, which is relevant to the claim. This includes documents, tangible objects, electronically stored information, and witnesses. 2. Exchange of Evidence: Once the evidence has been identified, the parties must exchange any non-privileged evidence that is relevant to the claim. This includes documents, tangible objects, electronically stored information, and witnesses. 3. Preservation of Evidence: The parties must take reasonable steps to preserve any evidence that is in their possession, custody, or control. This includes documents, tangible objects, electronically stored information, and witnesses. The Connecticut Identification of Initial Discovery Protocol for Employment Cases applies to all claims of employment discrimination, including claims of discrimination based on race, gender, age, religion, national origin, disability, and sexual orientation.