Connecticut's minimum wage law, overtime pay, specific industries regulations and more. There is a sub minimum wage in specific industries covered by wage orders or the Administrative regulations. Connecticuts current minimum wage rate is $13.00. Minors that fall under this category are subject to time and hour restrictions based on industry. Exempt employees are not subject to overtime law. If he believes in the merits of your case, you can be assured that nobody will work harder or more passionately than David Simpson. To receive show up or reporting pay, an employee must be able and willing to work as requested. A Connecticut law passed in January 2012 requires some employers to provide paid sick leave benefits to their employees under service worker classifications. Such period shall be given at some time after the first two (2) hours of work and before the last two (2) hours. Fortunately, employment regulations offer important protections to workers who are scheduled or put on call. Information about Connecticut holiday leave laws may now be found on our Connecticut Leave Laws page. This notification is required for some employers, such as employers who are in the restaurant or hotel restaurant business. 3. the employer employs less than five people on a shift with a single place of business. The minimum wage will increase to $14 per hour on July 1, 2022, and to $15 per hour on June 1, 2023. Such period shall be given at some time after the first two (2) hours of work and before the last two (2) hours. 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. An employer may be excused from jury duty payment if they submit a written application to the Chief Court Administrator and be subject to financial hardship sufficient to justify excusing them from the compensation obligation. Time and Hour Restrictions for 16- and 17-Year-Old Minors (by Industry). For information on compliance, enforcement, and inspections, see this CONN-OSHA FAQ. Give us some basic information about yourself and your business goals, and we'll find a provider who is customized to your unique business situation, be it industry, locale, etc. services, everything from payroll to human resources and employee benefits. All jurors performing jury duty for more than five days receive a reimbursement of $50 a day from the state. Most countries charge a tax on an individual's income as well as on corporate income. It must also include a refrigerator or one near the room or portable cold storage provided by the employee to preserve breast milk. 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. 1-866-4-USWAGE (1-866-487-9243) FAX: (860) 240-4029 New Haven Connecticut Area Office US Dept. The Business Reopening and Recovery Center for the State of Connecticut. On June 22nd, 2021, S.B. It could be because it is not supported, or that JavaScript is intentionally disabled. It does not include an employees typical commute from home to work or work to home. Eligible employees are entitled to: Contact the Department of Labor Quick help: General Questions about the laws we enforce, services we provide, and filing complaints: Call 1-866-4-USA-DOL (1-866-487-2365) Monday-Friday, 8 a.m. - 8 p.m. Administered and enforced by the Connecticut Workers' Compensation Commission (WCC), Workers' Compensation in Connecticut provides benefits to employees that are injured on the job or have work-related illnesses through a 'no-fault' insurance plan. This is your one-stop resource to help your business prepare, rebuild, and grow during the States emergency Coronavirus response. 2016 CT.gov | Connecticut's Official State Website, regular Address: Any employee in the case of a state election. View and download the workplace guides and posters you need. the employers operation requires that employees be available to respond to urgent conditions, and that the employees are compensated for the meal period. Or by calling (860) 263-6790. 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. Reasonable efforts to provide the minimum requirements for nursing mother locations may not impose an undue hardship on the employers business. The Wage and Hour Division enforces federal labor laws pertaining to work hours, such as: Federal minimum wage Overtime pay Recordkeeping Child labor requirements of the Fair Labor Standards Act (FLSA) Government Contractors The Wage and Hour Division also enforces labor requirements of the following: Non-exempt employees in Connecticut are entitled to overtime pay of 1.5 times their average hourly rate for every hour worked over 40 in a single week. House Bill No. With certain exceptions, an employee or prospective employee aggrieved by a violation of the bills employer limitations may bring a civil action within 90 days after the alleged violation. 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. California has a Reporting Time Pay law on the books (IWC Orders 1-16, Section 5). The State Board of Labor Relations investigates all work-related petitions and complaints and attempts to mediate settlements between parties through informal conferences. In addition, the employee may be able to recover twice the full amount of wages owed, plus costs and attorney fees. ", 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. 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. Currently, the federal minimum wage is $7.25 an hour. A law was passed in May of 2019 which Will gradually raise the Minimum Wage to $15.00 over several years, and then index it to the Federal Economic Indicators. State Laws Federal Laws Topics Articles Resources, McNamara-OHara Service Contract Act (SCA), Act Concerning Breastfeeding in the Workplace. 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. File an employment discrimination complaint, CHRO regional offices and contact information. Among the most powerful of them are "wage and hour laws," which set the minimum amount someone may earn per hour worked. When a state law sets a minimum wage higher than the federal, the state wage applies. Smoking in the Workplace 31-40w. 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. ET. The Business Reopening and Recovery Center for the State of Connecticut. 1. annually provide 72 hours of paid leave to part-time domestic workers and 120 hours of paid leave to full-time domestic workers, 2. provide severance pay to domestic workers terminated in violation of the bill's advance termination notice requirements, and General questions regarding wage and hour and child labor laws should be directed to (502) 564-3534 or emailed to [email protected] Statutes and Regulations. Information about Connecticut sick leave laws may now be found on our Connecticut Leave Laws page. PASS YOUR ROAD TEST CHECKLIST: .If you don't find what you . According to this it looks like you have to be scheduled to work the 4 hours. Access all authorization, request, and registration forms. complying with this requirement would endanger public safety; the duties of the position can only be performed by one employee; the employer employs fewer than five (5) employees on that shift at that one location (this only applies only to employees on that particular shift); or. THE FOLLOWING MINIMUM WAGE IS ORDERED: $8.70 An Hour Beginning 1-1-14; $9.15 An Hour Beginning 1-1-15; $9.60 An Hour Beginning 1-1-16; and $10.10 An Hour Beginning 1-1-17 31-58 (j) whenever the federal minimum wage is increased, the minimum fair wage established under this part shall be increased to the amount of the highest federal minimum Maybe it's time to worry a little less about non-compliance right? Applies to all employees who have worked at least 12 months, and; Applies to all employees who have worked at least 3 months, and; Applies to all employees who are currently employed or were employed within 12 weeks of the preceding leave, and; Employees must have also worked 1,250 hours in the last 12 months, and; Who controls when and where the work is done? This is a common misconception: there are no minimum hours for part-time in California or minimum hours for full-time. 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. The Connecticut Office of State Ethics practices and promotes the highest ethical standards and accountability in state government by providing education and legal advice, ensuring disclosure, and impartially enforcing the Codes of Ethics. Minors that fall under this category are subject to time and hour restrictions based on industry. The four-hour minimum shift rule does not mean that employers are required to schedule workers for at least four shifts. This state law provides employees significantly more protection and benefits than the federal FMLA (Family Medical Leave Act). Whether using an external HR consultant like HRCG or not, establishing policies, processes, and solutions to stay compliant with this legislation will be necessary. Minors working over 200 hours for the same employer Connecticut payment laws In general, Connecticut employers are required to provide payment for their employees on a weekly basis. Restaurant and Hotel Restaurant Occupations (. "name": "Why Should You Contact a California Employment Law Attorney? We are the industry-leading providers ofemployerservices, everything from payroll to human resources and employee benefits. CT Reg. Having gone into effect on January 1, 2017, Connecticut's "Ban the Box" Law specifies that employers are prohibited from inquiring about prospective employees' prior arrests, criminal charges, or convictions on an initial employment application. In addition to pregnancy discrimination laws, Connecticut is one of the few states with a breastfeeding law as well. 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. Wethersfield, CT 06109, Workplace Standards (Employment Regulation/Minors): The Connecticut minimum wage is $14.00 per hour, as of 2023 (rising to $15.00 per hour on June 1, 2023). Disclaimer: The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. 5. Tip Credits. There is no specific law for Connecticut private employers to provide paid or unpaid holiday leave benefits. An employer should be aware of the following requirements: A. Connecticut's minimum wage: $12.00 per hour. When an employer does provide bereavement leave, they must comply with their established policy. However, under Connecticut law, to be considered exempt the employee must make at least $475 per week. A collection of annual labor information that reports data on employment and wage information by industry for Connecticut and for counties, towns, Labor Market Areas and Workforce Investment Areas. (j), specified that $0.95 minimum wage for learners, beginners and persons under eighteen applies for the first 500 hours of employment, set rate at $1.25 thereafter and exempted institutional training programs designated by commissioner from pay provision; 1967 acts redefined "employee" to delete reference to individuals exempt under specified He is extremely clear, honest and most importantly very deft at mediation. Find information on PUA eligibility, FAQs, and updates to the program, and more. "text": "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." Whether an employer will suffer an undue hardship by providing a nursing mother location involves how significant the difficulty or expense of it will be related to such factors as: An Act Concerning Breastfeeding in the Workplace or House Bill #5158 took effect on October 1, 2021. Effective August 1, 2021, not less than thirteen dollars per hour. However, they will receive overtime pay for working hours beyond 40 hours a week. . It could be because it is not supported, or that JavaScript is intentionally disabled. Some of the features on CT.gov will not function properly with out javascript enabled. However, if employed at a farm or as a government employee the 85% reduction from the current minimum wage rate can be paid indefinitely. However, because most employees working in Connecticut are also subject to the federal Fair Labor Standards Act, the rules and regulation set forth in that law regarding meeting, lecture, and training time provide reasonable guidance. },{ "name": "What is the Law Regarding the Minimum 4-Hour Shift in California? What is the Law Regarding the Minimum 4-Hour Shift in California? There is a sub minimum wage in specific industries covered by wage orders or the Administrative regulations. Independent Contractors in Connecticut, Connecticut Family Medical Leave Act (CT FMLA). Does the worker receive company benefits? A Connecticut employer who has one or more employees must: Connecticut employers must also ensure the breastfeeding room or location is: Employers may not discriminate against, discipline, or take adverse employment action against employees who exercise their rights under this 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. "text": "At Workplace Rights Law Group our California employment law attorneys have extensive experience handling the full range of wage and hour claims, including minimum shift cases. 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. 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. Who controls what tools or equipment are used? 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. Under the proposed regulations, if employees are required to work a shift that has not been scheduled at least 14 days in advance of the shift, the employee will be entitled to an additional two hours of call-in pay at the minimum wage. 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. The following list includes all of the required state labor law posting requirements for employers to display for employees within in Connecticut: An all-in-one federal and state labor law poster for Connecticut will generally cover virtually all non-industry-specific posting requirements. DOL: Breaks and Meal Periods. Citizens can find information on Connecticut's Family and Medical Leave Act (FMLA), which includes regulations, decisions, eligibility and further guidance for family and medical leave from work. 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. the nature and structure of its operation. The low-stress way to find your next $30 an hour job opportunity is on SimplyHired. This is your one-stop resource to help your business prepare, rebuild, and grow during the States emergency Coronavirus response. That being said, if an employee is sent home early for an internal conflict or for a disciplinary issue, they must still be paid for at least half of their scheduled shift. Find more federal OSHA information. Effective October 1, 2019, the minimum wage law in Connecticut is $11.00 per hour. Casual or temporary employees dont have the same privilege but may receive a $50 allowance daily, reimbursing out-of-pocket expenses for the initial five days. Under the law, an employee or service worker earns an hour of paid sick leave for every 40 worked hours. A Workers' Compensation Notice must be posted by the employer to ensure that employees have access to their rights under this law. Equal Employment Opportunity Commission. Some cities and counties have higher minimum wages than the state's rate. Duties Test - Under the Duties Test, the employees primary duty must require that they act with discretion and independent judgment. See FLSA. "name": "What are the Exceptions to Californias Minimum Shift Regulations? Likewise, when an employee who is not on duty and is not on-call but is required to work without prior notice, the employer must pay the employee from the time they are notified of the work assignment until it is completed. equired state labor law posting requirements for employers to display for employees within in Connecticut: Connecticut Mercantile and Retail - Minors, Connecticut Restaurant and Food Service (English/Spanish), Connecticut Restaurant and Food Service - Minors, Connecticut Wage & Workplace Administrative Regulations (English/Spanish), Posters from the Commission on Human Rights and Opportunities, (including Sexual Harassment and Discrimination is Illegal), Pregnancy Discrimination Poster (English/Spanish), Connecticut HR consultant and payroll provider. Related topic covered on other pages include: Connecticut labor laws require employers to pay employees overtime at a rate of 1 time their regular rate when they work more than 40 hours in a workweek. 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 was the subject of a recent SHRM article and Michael explains what is and is not required under Connecticut law. 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. Think You Have a Wage and Hour Claim in California? Select the Replacement Service (Best Value) Labor law updates can happen multiple times a year. Which employees are covered by Connecticut's meal period regulations? Employers can adopt policies prohibiting the possession and use of cannabis in the workplace. On top of the federal labor laws that companies must adhere to, Connecticut has its own set of specific employment and labor laws that require compliance as well. Agency: Department of Labor. Connecticut labor laws require employers to allow employees who are nursing mothers to express breast milk during meal and rest breaks. Failure to satisfy the posting requirements may subject the employer to fines up to $1,000 and the Connecticut Commission on Human Rights and Opportunities (CHRO) may assign a designated representative to enter the employers place of business to ensure posting-requirement compliance. What Is the Difference Between Double-Time and Overtime in California? Payroll deductions and payment for covered leave are administered by the Connecticut Paid Leave Authority Trust Fund. Free from any kind of intrusion and shielded from the public while such employee expresses breast milk. 1202) in June 2021, entitling employees to two hours of unpaid time off from any regularly scheduled work, on the day of any covered election, during voting hours, in order to vote. What are the Exceptions to Californias Minimum Shift Regulations? As most employers are covered by the FLSA, generally the FLSA will apply and requires employers to pay time and a-half for all hours worked over 40 per workweek, unless an employee is properly classified as exempt. If you believe that you or your loved one were unlawfully denied minimum shift pay, we are available to help. The Connecticut labor laws do not oblige the employers to offer vacation leave benefits to their employees. CT Statute 31-76b-76i. It will also provide equal access to legal parentage rights for children with unmarried or nonbiological parents. Connecticut's wage and hour laws establish a minimum hourly wage, conditions of overtime pay, and guidelines for determining the hours employees work. If you are only scheduled 2.5 hours that is all you get paid if that is all you work. font size, Agency: Commission on Human Rights and Opportunities. He truly cares about his clients. Connecticut is set to raise its minimum wage from $13.00 per hour to $14.00 per hour in compliance with a law passed by the state's leaders in 2019. Tell us about labor law violations, including unpaid wages. This is true if their supervisor canceled their shift at the last minute without adequate notice or if they were sent home early at the companys discretion. of Labor Wage & Hour Division 150 Court Street New Haven, CT 06510 1-866-4-USWAGE (1-866-487-9243) FAX: (203) 773-2380 Federal minimum wage, overtime, recordkeeping and child labor requirements for covered agricultural employers: So, although arduous, it's important to monitor guidance on legislation from authorities at the federal and state level. To arrange a free review of your case, please do not hesitate to contact our legal team today. Make reasonable efforts to provide a room or other location near the work area, other than a toilet stall, where the employee can express her milk in private. 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. 19-4 3 of 6 (5) The rates for [learners, beginners, and] all persons under the age of eighteen years, except emancipated minors, shall be not less than eighty-five per cent of the minimum fair wage for the first [two hundred hours] ninety days of such employment, or ten dollars and ten cents per hour, whichever is greater, and shall be equal to the What exactly does the law require? 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) See Connecticut State Unemployment Benefits. Get rules and guidance for employing people who are less than 18 years old. The base wage remains at $5.78 per hour and $7.46 for bartenders. If your employment rights were violated for any reason whether you were denied minimum shift pay or you were asked to work more than the maximum number of days an employee can work in a row you should be ready to consult with an experienced Los Angeles wage and hour law attorney." CT Statute 31-76b(2)(A) Employers must compute hours worked by employees to the nearest unit of 15 minutes. Employment Regulation Part I Hours of Labor - 31-12 to 31-22 31-21. Under the federal Fair Labor Standards Act (FLSA), restaurants can generally pay servers who receive tips a reduced minimum wage of $2.13 per hour if that amount, combined with $5.12 in gratuities 1 that a server receives, equals the federal minimum wage of $7.25 per hour (the "tip credit" rule). Workplace Laws. "acceptedAnswer": { Connecticut Payment Requirements Thus, employers no longer will be permitted to require employees to work additional . Employees can learn more about their rights in the workplace and employers can find laws about fostering compliance. 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.