DOL: Breaks and Meal Periods. CT Reg. Connecticut Department of Labor 200 Folly Brook Blvd, Wethersfield, CT 06109 Fax: (860) 263-6541 Workplace Standards (Employment Regulation/Minors): (860) 263-6791 Minimum Wage/Overtime: (860) 263-6790 Wage Payment: (860) 263-6790 Public Contract Compliance (Prevailing Wage): (860) 263-6790 Hours of all Divisions: M-F (8AM - 4:30PM) Some employees are exempt from overtime . Here is some general guidance on the two sets of state and federal laws that aim to prevent discrimination and how they're different: Enforcement of anti-discrimination law by, Connecticut Commission on Human Rights and Opportunities, U.S. Connecticut Labor Department. "text": "The key thing that you need to remember about 4-hour minimum pay in California is that hourly employees must be paid for at least half of the amount of time that they were scheduled to work. Each state has its own set of wage and hour laws. The US Department of Labor determines the wage using weighted average rates in other instances. Connecticut recently passed a new law (Sec. However, in accordance with federal law, if an employer chooses to do so, breaks, usually of the type lasting less than twenty (20) minutes, must be paid. Agency: Department of Labor. Speak with one of our experienced employment attorneys by telling us about your case. Beyond the training and posting requirements, the legislation gives employees much more protection including significant changes to the allowable time-to-file claimsand how companies can change employee terms and conditions. As 2022 begins, employers must be mindful of the new employment laws in . Connecticut defines hours worked as the time an employer requires an employee to be on duty on the employers premises or at an assigned work place. If you earn more then the Connecticut minimum wage rate, you are entitled to at least 1.5 times your regular hourly wage for all overtime worked. Smoking in the Workplace 31-40w. Closed on Saturday and Sundays, All WWS phones are manned Monday, Wednesday, Friday - 8am-4:30pm, 200 Folly Brook Blvd. Such period shall be given at some time after the first two (2) hours of work and before the last two (2) hours. Toilet stalls do not meet the minimum standards for the nursing mothers location. Employees that do not meet the requirements to classify as exempt are classified as non-exempt. It expands the employers obligation on nursing mothers employees rights to breastfeed or extract breast milk during their scheduled breaks in the workplace. An employee has filed a complaint, instituted, or was caused to be instituted by any proceeding under or related to this program. Maybe it's time to worry a little less about non-compliance right? "@type": "Answer", CT Statute 31-76b(2)(C). Include or be situated near a refrigerator or employee-provided portable cold storage device in which the employee can store their breast milk. CONNECTICUT DEPARTMENT OF LABOR WAGE AND WORKPLACE STANDARDS DIVISION Minimum Wage: $11.00 per hour effective 1-1-19 $12.00 per hour effective 9-1-20 $13.00 per hour effective 8-1-21 $14.00 per hour effective 7-1-22 $15.00 per hour effective 6-1-23 (P.A. CT Statute 31-76b-76i. If an employer chooses to pay employees minimum wage, the employer must pay those employees in accordance with the minimum wage law, either federal or state. In other instances. The Connecticut minimum wage is $14.00 per hour, as of 2023 (rising to $15.00 per hour on June 1, 2023). Thus, federal law applies to all independent contractors. House Bill No. The locations must be in close proximity to the nursing mothers work areas. Connecticut employers are not required to provide employees bereavement leave. There is a sub minimum wage in specific industries covered by wage orders or the Administrative regulations. 31-60-10(c) Similarly, if employees returns home from work from a location that is further from home than their typical work location, the employer must pay them for the additional travel time it takes to get home.CT Reg. the nature and structure of its operation. 4. the "continuous nature" of the job, such as chemical production . 1201 was signed into law, which legalized cannabis and provided specific guidelines. Workplace Laws. New hire information can be reported online through the Office of Research or a paper copy of the Connecticut new hire form, also known as Form CT-W4, can be mailed or faxed to the Connecticut DOL. As explained by the California Department of Industrial Relations, the reporting time pay law also sometimes referred to as the four-hour minimum shift law guarantees at least partial compensation for employees who report to work but are unexpectedly denied their full hours because of scheduling issues or lack of proper notice. Wethersfield, CT 06109, 2023 CT.gov - Connecticut's Official State Website. This is a common misconception: there are no minimum hours for part-time in California or minimum hours for full-time. Effective October 1, 2019, the minimum wage law in Connecticut is $11.00 per hour. Labor. "acceptedAnswer": { The legislation implemented a plan to raise the state's minimum wage from $10.10 in 2019 to $15 over the span of five years. The Workplace Standards unit enforces a variety of Connecticut's labor laws including, but not limited to: child labor, drug testing, family & medical leave, personnel files, meal periods, insurance extension, and smoking in the workplace. Connecticuts minimum wage laws do not address when employees must count time spent by employees attending meetings, lectures, or training as hours worked for purposes of its minimum wage and overtime requirements. Connecticut employers must pay the overtime rate of 1.5 times an employee's regular pay rate for any additional hour worked (over 40) in a workweek. Minors that fall under this category are subject to time and hour restrictions based on industry. An employer who violates these regulations may be found liable for compensatory damages, attorney's fees, costs, punitive damages, and relief. A, If a qualifying event occurs in which the employee becomes injured or ill on the job, access will be provided for m, edical treatment and other benefits including disability, recurrence or relapse benefits, discretionary b, enefits, and job retraining. While there are federal laws preventing discrimination against pregnant women in the workplace, Connecticut is one of the few states that has its own pregnancy discrimination laws. Any employee who is an elector in the case of any US senator, congress representative, state senator, or state representative election. The four-hour minimum shift rule does not mean that employers are required to schedule workers for at least four shifts. Connecticut labor laws are a vast set of rules and regulations for employers to follow in areas that include employee leave / absence, pay, and discrimination. People are always talking negatively about the money their making however if they would learn the system and move to different markets that are busier . "@type": "Answer", Employers must also pay employees working in restaurant and hotel restaurant occupations for a minimum of two (2) hours at their regular rate for any day they are called into work. The bill, which allows those aged 21 or older to possess 1.5 ounces of marijuana in public and 6 ounces at home starting on July 1st, 2021. Or by calling (860) 263-6790. Additionally, an employer must compensate employees for expenses that are directly incidental to and result from such travel if such expenses reduces the employees wage rate below the minimum wage. What are the Exceptions to Californias Minimum Shift Regulations? Duties Test - Under the Duties Test, the employees primary duty must require that they act with discretion and independent judgment. When a Connecticut employer terminates an employee, all wages owed to the employee are due the next business day. Connecticut specifically requires discretion and independent judgment to occur on a regular basis. Connecticut law does not require employers to pay overtime on a daily basis, on weekends, or on holidays unless required by an employer-employee agreement. Employers must pay employees working in restaurant and hotel restaurant occupations for a minimum of two (2) hours at the standard minimum wage for each day the employees are regularly required to work, unless the employer gives the employees adequate notice that they do not need to report to work not later than the day before the scheduled shift. The minimum wage rates applicable in recent years can be . Fully grasping Connecticut's labor and employment laws can be an arduous task. The minimum shift law still applies. There is a sub minimum wage in specific industries covered by wage orders or the Administrative regulations. KRS Chapter 207. The prevailing wage rates may be different from the states standard minimum wage rates. }. 2. the position may only be performed by one employee. Get Help From Our Los Angeles, CA Wage and Hour Attorneys Today, Work-Related Defamation of Character Claims, California Department of Industrial Relations, maximum number of days an employee can work in a row. Connecticut labor laws require employers to provide their employees a meal period of at least thirty (30) consecutive minutes if they have worked for seven and one half (7) or more consecutive hours. The State Board of Labor Relations investigates all work-related petitions and complaints and attempts to mediate settlements between parties through informal conferences. Agency: Department of Labor Time and Hour Restrictions for 16- and 17-Year-Old Minors (by Industry) It mandates that employees must be paid for at least half their shift, if they are told, without adequate notice, that they are not needed or if they are sent home from their job early. CT State Board of Mediation and Arbitration, Workforce Innovation and Opportunity Act (WIOA) Administration Unit, Freedom of Information Act Request for Information. Legislative updates in Connecticut are going into effect on July 1st, 2022 throughout the state requiring updates to workplace notices / posters for employees. Employers can adopt policies prohibiting the possession and use of cannabis in the workplace. The Fair Labor Standards Act (FLSA) provides guidance across areas such as employee classification, federal minimum wage, overtime, the definition of hours worked, recordkeeping requirements, posting requirements, pay schedules, final pay, and provisions regarding child labor. Statute of Limitations for Employment Claims in California, 3 Ways Your Employer Might Be Stealing From You, California Independent Contractor Law Guide, Understanding California Minimum Wage Laws, A Guide to the California Family Rights Act. CT Statute 31-76b(2)(B), Connecticut minimum wage laws require employers to count time spent by employees on-call for emergency services as hours worked for purposes of its minimum wage and overtime requirements if the employees are required to stay on the employers premises or at another designated location. Fortunately, employment regulations offer important protections to workers who are scheduled or put on call. Independent contractors are defined as workers who are self-employed and whose earnings are subject to self-employment tax. Proper reporting requires employers to file an accident report with the. David caught every discrepancy and every contradiction with the opposing counsel. Beginning January 1, 2024, Connecticut's minimum wage rate will be indexed to the employment cost index, which is calculated by the U.S. Department of Labor. 3. the employer employs less than five people on a shift with a single place of business. Connecticut's state minimum wage is . CT Reg. The new law gives employees access to paid leave and sick leave for qualifying life events that are otherwise covered by Connecticut FMLA, federal FMLA, and the Connecticut Family Violence Leave Act. When an employer is excused from paying an employee for jury duty, Connecticut will pay the employee not more than $50.00 per day for the first five days of jury duty. Mercantile trade employers, which includes retail establishments, must pay employees for a minimum of four (4) hours at their regular rate regardless of the number of hours actually worked if the employees are required by or received permission from the employer to show up or report to work. It may sound like a clich, but when I began working with Theo it felt as though for the first time someone actually listened to me and believed me. 200 Folly Brook Blvd, With a lot of federal and state overlap, it's the employer's responsibility to understand what's required of their organization. Information about Connecticut voting leave laws may now be found on our Connecticut Leave Laws page. Theo never filled my head with false promises, and reiterated the reality of what the pros and cons of my case were. "mainEntity": [{ The base wage remains at $5.78 per hour and $7.46 for bartenders. Learn why we may investigate your workplace and stop work. View and download the workplace guides and posters you need. Effective March 2021, Connecticuts CROWN Act, also known as the Act for Creating a Respectful and Open World for Natural Hair, added hairstyles to the list of ethnic traits historically associated with race that employers may not discriminate against. It also includes all time the employee is permitted to work, whether or not the work is required. It was the subject of a recent SHRM article and Michael explains what is and is not required under Connecticut law. With offices in Riverside and Glendale, we handle wage and hour claims in Los Angeles and throughout Southern California, including in Los Angeles County, Ventura County, Orange County, Riverside County, and San Bernardino County. Employers are not limited from taking adverse or other employment action upon reasonable suspicion of an employees use of cannabis while working or determining that an employee shows specific, articulable symptoms of drug impairment while working. 2016 CT.gov | Connecticut's Official State Website, regular These laws also cover the minimum amount of additional pay that employees must receive, which can include certain bonus pay as well as overtime pay. For more information on Connecticuts minimum wage laws, visit our Connecticut Minimum Wage Laws page, which includes topics such as minimum wage, tip minimum wage, tip sharing and pooling, and subminimum wages. See the Connecticut Prevailing Wages, Davis-Bacon and Related Acts, McNamara-OHara Service Contract Act (SCA), and Walsh-Healey Public Contracts Act (PCA) for more information about prevailing wages. For example, if you are scheduled for 7 hours and go home due to lack of work at 2.5 hours, your employer owes you 4 hours. If an employee is scheduled for less than eight hours, then they are entitled to receive half of their daily wages, even if they are sent home early or not permitted to work. The employee has provided written consent on a Connecticut Labor approved form, The withholding is for a benefit such as medical insurance or a retirement plan, Total daily and weekly hours worked showing each work period's beginning and ending time, computed to the nearest unit of 15 minutes, Total hourly, daily, or weekly basic wage, Addition and deductions from wages each pay period, Working certificates for 16 to 18-year-old employees, A system that measures earnings by quantity or quality of production, A differential system based upon a bona fide factor other than sex, Prohibit an employee from inquiring about, disclosing, or discussing the amount of his or her wages or the wages of another employee, and vice versa, that have been disclosed voluntarily, Require an employee to sign a waiver or other document denying their rights for such inquiries, Inquire, or direct, a third party to inquire about a prospective employee's wage and salary history unless a prospective employee has voluntarily disclosed such information (except under federal or state law that specifically authorizes the disclosure or verification of salary history for employment purposes), Discharge, discipline, discriminate against, retaliate against, or otherwise penalize any employee for exercising their rights under this law, Fail or refuse to provide an applicant for employment the wage range for a position for which the applicant is applying, upon the earliest of (1) the applicant's request, or (2) prior to or at the time the applicant is made an offer of compensation, Fail or refuse to provide an employee the wage range for the employee's position upon (1) the hiring of the employee, (2) a change in the employee's position with the employer, or (3) the employee's first request for a wage range, Up to 26 weeks in a 12 month period for military caregiver leave, Up to 12 days in a calendar year can be used for family violence leave, Up to 2 additional weeks of leave may be available for incapacity during pregnancy, Up to 12 days in a 12 month period may be used for income replacement during family violence leave, Up to 2 additional weeks of income replacement during leave for incapacity during pregnancy. Tune in to learn the answers. . However, if employed at a farm or as a government employee the 85% reduction from the current minimum wage rate can be paid indefinitely. The prevailing wage rate comes from a CBA or Collective Bargaining Agreement, where union workers receive equal hourly pay. Thus, employers no longer will be permitted to require employees to work additional . "name": "Improperly Denied 4-Hour Minimum Shift Pay? You may be wondering: What are the minimum hours to work in a day in California? Connecticut labor laws do not require employers to provide employees with severance pay. However, an employer must pay employees who are on-call from the time the employees are notified of a work assignment until it has been completed. ", Sec. Therefore, Connecticut's overtime minimum wage is $21.00 per hour, one and a half times the regular Connecticut minimum wage of $14.00 per hour. employers with three or more employees to provide sexual harassment management training to their supervisory employees, and are expected to distribute information regarding illegal sexual harassment to employees. This is your one-stop resource to help your business prepare, rebuild, and grow during the States emergency Coronavirus response. { Unscheduled Shifts. Cant discriminate in employment because of a persons: Employees in Connecticut can file a complaint with the Connecticut Commission on Human Rights and Opportunities if it's believed that an employer is not adhering to these provisions. }] Some exceptions apply. It could be because it is not supported, or that JavaScript is intentionally disabled. Effective September 1, 2020, not less than twelve dollars per hour. Home Employment and Labor Laws States Connecticut. 31-60-10(a), If employees are required to report to work at a location that is further from home than their typical work location, the employer must pay them for the additional travel time it takes to get to the more distant work location. The Business Reopening and Recovery Center for the State of Connecticut. Countries or subunits often also impose wealth taxes, inheritance taxes, estate taxes, gift taxes, property taxes, sales taxes, use taxes, payroll taxes, duties and/or tariffs . Connecticut employers must pay each employee weekly on a regularly scheduled payday, which must be set in advance in order to correctly process payroll in the state of Connecticut. If an employee can demonstrate that his or her employer discriminates on the basis of sex then such employer must demonstrate that such differential in pay is made pursuant to: Connecticut's new salary range law went into effect on October 1st, 2021 concerning the disclosure of salary ranges as well, in order to help combat pay inequities in the state. As a general matter, if there is an outside factor that prevents an employer from operating widespread public utility outages, an earthquake, a major law enforcement operation, etc they will be excused from Californias minimum shift requirement. No accommodations are required allowing employees to perform job duties under the influence of cannabis or possess or use marijuana in the workplace. If an employer chooses to provide severance benefits, it must comply with the terms of its established policy or employment contract. Employees under the non-service worker category may also enjoy sick leave benefits if the provider complies with the employment contract or policy terms. When an employer does provide bereavement leave, they must comply with their established policy. There is no specific law for Connecticut private employers to provide paid or unpaid holiday leave benefits. Commission Employers must make reasonable efforts to provide nursing mother employees with private locations where nursing mothers may express breast milk. } If an employer refuses to pay an employee reporting pay because he or she is either unable or unwilling to work a minimum of two (2) hours, the employer must obtain a signed statement from the employee acknowledging his or her inability or unwillingness to work. The Connecticut Department of Labor has laws and regulations that affect employees and employers. The bill includes employer protections for maintaining safe workplaces that CBIA and member company representatives advocated for, which include the following: While employers must comply with federal discrimination laws, such as the Civil Rights Act, Equal Pay Act (EPA), and Americans with Disabilities Act (ADA), separate and sometimes overlapping Connecticut discrimination laws are present and require compliance as well. CT Statute 31-76b(2)(A) Employers must compute hours worked by employees to the nearest unit of 15 minutes. Home Employment and Labor Laws States Connecticut Wage and Hour Laws in Connecticut | Current Connecticut Labor Laws, Connecticut minimum wage laws require employers to pay non-exempt employees for all hours worked. Commission Employee Labor Laws are laws that cover the amount of commission that can be earned for employees earning such commissions. However, when an employer does provide leave, it must comply with the terms of its established policy or employment contract.