Former New Canaan Accountant Files Second CHRO Complaint

Former New Canaan Accountant Files Second CHRO Complaint

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A former senior municipal employee in New Canaan is accusing the town of wrongful termination and retaliation after she filed a second complaint with state regulators.

Beth Straubel, a former senior accountant for the town, filed a grievance with the Commission on Human Rights and Opportunities (CHRO) on Sept. 22, according to reporting by CPA Practice Advisor. This new filing follows a notice of action she submitted to the town clerk’s office on Oct. 29, marking a significant escalation in a legal dispute that began over a year ago.

The core of the dispute involves allegations that the town used previously disciplined behavior as a pretext to fire Straubel in response to her initial claims of discrimination. Straubel, who resides in Trumbull, claims her termination violated both state and federal laws and has resulted in economic losses, mental anguish, and physical pain for both her and her daughter.

The town has 30 days to respond to the complaint.

The conflict stems from a sequence of events that began in late 2025. According to an affidavit of discriminatory practices, Straubel filed an initial CHRO complaint charging the town with discrimination in October 2025. She claims she belongs to a protected class due to a physical disability.

Canaan ct usa october canaan town hall building with autumn colored trees in october

Shortly after that initial filing, the town terminated her employment on Dec. 2, 2025. Straubel alleges this decision was direct retaliation for the original charges she lodged against the municipality. In her recent grievance, she contends that the justification provided by the town for her firing was false.

The documentation suggests the town relied on past conduct to justify the dismissal, even though that specific conduct had already been subject to prior disciplinary action. While the specific nature of the conduct is not fully detailed in the public complaint, the documents make a reference to a “‘middle finger’ gesture.”

This case highlights the complexities of employment law within small-town governance, where the line between disciplinary authority and unlawful retaliation can become a central point of litigation. When a municipal employee alleges that a protected status—such as a physical disability—is the driver behind a termination, the legal stakes extend beyond the individual to the town’s own liability and administrative integrity.

The legal process now moves into a critical phase as the CHRO reviews the merits of the retaliation claim. For New Canaan, the outcome could influence how town officials handle internal grievances and disciplinary procedures moving forward. If the allegations of using “already disciplined” conduct as a new reason for firing are proven, it could set a precedent regarding the limits of administrative discretion in Connecticut municipalities.

The town’s leadership has remained silent as the legal process unfolds. New Canaan First Selectman Dionna Carlson did not return requests for comment on the complaint, and neither town attorney Ira Bloom nor Straubel’s attorney, Daniel Angelone, provided statements regarding the matter.

Straubel is not merely seeking a reversal of the decision; she is pursuing significant financial and legal restitution. The filing indicates she is seeking several forms of relief, including:

  • Compensatory damages to address economic and personal losses.
  • Punitive damages intended to penalize the alleged misconduct.
  • Payment of all costs and expenses, specifically including attorneys’ fees.
  • Other unspecified relief related to the damages claimed.

The specific details regarding the physical and mental impact on Straubel and her daughter remain undisclosed in the available documents. However, the inclusion of these claims shows the high level of personal and economic distress the former accountant attributes to the town's actions.

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