Connecticut Workers' Compensation Commission (WCC), Connecticut sexual harassment legislation, Connecticut Commission on Human Rights and Opportunities (CHRO), Connecticut Whistleblower Protection Program, Connecticut's Human Resource Consulting Group, Applies to all private-sector employers who have at least 50 employees, Applies to all private-sector employers who have at least 1 employee. Workplace Laws. Generally, Connecticut follows the federal wage rates determined by the US Department of Labor based on county and trade. If a qualifying event occurs in which the employee becomes injured or ill on the job, access will be provided for medical treatment and other benefits including disability, recurrence or relapse benefits, discretionary benefits, and job retraining. Tune in to learn the answers. 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. Some employees are exempt from overtime . font size. Section 31-33 - Industrial Home Work; Section 31-40q - Smoking in the workplace . Under the law, an employee or service worker earns an hour of paid sick leave for every 40 worked hours. 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: Does the employer reimburse for some or all of the workers business expenses? In some countries and jurisdictions, "family leave" also . An employer may create a contract or policy denying an employee any payment of his accrued vacation leave benefits after separating from the company or failing to comply with requirements. 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. Unscheduled Shifts. 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 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. If he believes in the merits of your case, you can be assured that nobody will work harder or more passionately than David Simpson. 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. 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. The minimum shift law still applies. This law, however, is only effective until June 30, 2024. ligible and should be covered by the insurance on the first day of employment. "@context": "https://schema.org", Minors that fall under this category are subject to time and hour restrictions based on industry. The locations must be in close proximity to the nursing mothers work areas. 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. In this article, our Los Angeles wage and hour claims lawyers provide an overview of the frequently misunderstood 4-hour minimum shift in California and we explain what you should do if you believe your legal rights were violated under this statute. The FLSA set the federal minimum wage to $7.25 per hour. This notification is required for some employers, such as employers who are in the restaurant or hotel restaurant business. Effective October 1, 2019, not less than eleven dollars per hour. The Business Reopening and Recovery Center for the State of Connecticut. In June of 2019, Connecticut passed new legislation creating the Connecticut Paid Family and Medical Leave Act. Updated guide to labor laws in Connecticut for employers and employees. Workplaceshave new Sexual Harassment Law poster / posting requirements and are expected to distribute information regarding illegal sexual harassment to employees. Some cities and counties have higher minimum wages than the state's rate. Theo never filled my head with false promises, and reiterated the reality of what the pros and cons of my case were. Employees may receive up to 12 weeks of leave in a 12 month period for all reasons, except: Employees may receive up to 12 weeks of leave in a 12 month period, except: The Connecticut Department of Administrative Services has compiled a CT FMLA manual that covers leave entitlements and administration with helpful HR practice points along the way. If you are only scheduled 2.5 hours that is all you get paid if that is all you work. Unless you have specific human resources (HR) expertise in-house, it may make sense to leverage a Connecticut HR company like the Human Resources Consulting Group (HRCG) for help understanding and complying with the state's labor laws. 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. 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. KRS Chapter 207. 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. Thus, federal law applies to all independent contractors. View by-town basic hourly pay rates for public works projects. The Connecticut Department of Labor has laws and regulations that affect employees and employers. 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. Connecticut's minimum wage for service employees is $9.15 per hour with a gratuity allowance of 36.8% of the minimum wage for waitpersons and $9.15 per hour with a gratuity allowance of 18.5% of the minimum wage for bartenders. Allow employees to express breastmilk or breastfeed on-site during a meal or rest break. If you do want to logout, please click "Logout". CT Business Reopening and Recovery Center. 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. the Connecticut Commissioner of Labor has made a different rule for these types of businesses: beauty shops; . It expands the employers obligation on nursing mothers employees rights to breastfeed or extract breast milk during their scheduled breaks in the workplace. Under certain circumstances, Connecticut residents may be eligible for unemployment benefits while they search for another job. To be eligible, employees must submit a request at least two days before election. The State Board of Labor Relations investigates all work-related petitions and complaints and attempts to mediate settlements between parties through informal conferences. Effective January 1, 2023, the minimum wage is $15.50 per hour for all employers. Under certain circumstances, employers in Connecticut may be required to pay residents wage rates established by the federal or state prevailing wage rates and rules. Home Employment and Labor Laws States Connecticut. When an employer does provide bereavement leave, they must comply with their established policy. If you think that you have not been paid the proper amount we will listen free. Non-compliance is enforced by the Connecticut Department of Labor. 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. 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. The minimum wage rates applicable in recent years can be . For an employee to be classified as an exempt employee they must pass both the duties and the salary tests, under both Connecticut and Federal law. 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. Some of the laws concern wage issues, personnel files, drug testing, minors in the workplace, apprenticeship, unemployment, workplace safety, labor relations and more. (860) 263-6791, Wage Payment:(860) 263-6790Public Contract Compliance (Prevailing Wage): Under the New Jersey Wage Theft Act which was signed on August 6, 2019, retaliation is presumed if an employer fires or takes adverse action against an employee within 90 days of any conduct protected by the law. However, they will receive overtime pay for working hours beyond 40 hours a week. 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. 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. 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. "@type": "Answer", The Connecticut Department of Labor's Division of Occupational Safety and Health (CONN-OSHA) enforces state occupational safety and health regulations as they apply to state and municipal employees. Or by calling (860) 263-6790. (Effective on September 1, 2020 ) $13.00 per hour. When a state law sets a minimum wage higher than the federal, the state wage applies. 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. Is there a written contract for employment? . He knows the law and was my advocate every step of the way. If an employer decides to do so, they must ensure that these benefits are within the employment contract terms. Connecticut recently passed a new law (Sec. 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. Most countries charge a tax on an individual's income as well as on corporate income. 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. laws from Connecticut Occupational Safety and Health Administration (CONN-OSHA). The State Board of Labor Relations investigates all work-related petitions and complaints and attempts to mediate settlements between parties through informal conferences. Learn why we may investigate your workplace and stop work. Connecticut employers may be asked to provide unpaid sick leave benefits to their employees in line with the states or the federal Family and Medical Leave Act. 2016 CT.gov | Connecticut's Official State Website, regular "acceptedAnswer": { Get Answers. "@type": "Answer", 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. The Connecticut Department of Labor has laws and regulations that affect employees and employers. Connecticut's wage and hour laws establish a minimum hourly wage, conditions of overtime pay, and guidelines for determining the hours employees work.
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