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? (860) 263-6791, Wage Payment:(860) 263-6790Public Contract Compliance (Prevailing Wage): 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. Some of the features on CT.gov will not function properly with out javascript enabled. 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. CONN-OSHA also offers free consultation services to Connecticut public and private employers. Note: If you are deaf, hard of hearing, or have a speech disability, dial 7-1-1 for telecommunications . 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. On a side note, employers dont have an obligation to pay overtime for work done on Saturdays, Sundays, and even holidays, unless it is more than 40 hours in a workweek. Any employee who is an elector in the case of any US senator, congress representative, state senator, or state representative election. 31-60-10(b). Minors are classified as persons under 18 years old and enrolled in a secondary education school. The signed Senate Bill 1202 on June 23, 2021, is a mandate for employers to provide unpaid two-hour time-off for casting their votes. ET. 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. CT Statute 31-76b(2)(B), An employer does not need to pay employees who are on-call to perform emergency services if they are not required to remain on the employers premises and are only required to provide the employer with contact information. How Many Hours Are Legal Between Shifts in California? Any employee in the case of a state election. "@context": "https://schema.org", 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. Read the laws and regulations governing employment and the workplace. DOL: Breaks and Meal Periods. We also invite you to call our office to speak with a legal representative about your case. Some of the laws concern wage issues, personnel files, drug testing, minors in the workplace, apprenticeship, unemployment, workplace safety, labor relations and more. 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. Information about Connecticut jury duty leave laws may now be found on our Connecticut Leave Laws page. Connecticut law mirrors FLSA overtime law. "@type": "Question", The minimum wage will increase to $14 per hour on July 1, 2022, and to $15 per hour on June 1, 2023. No employer, under the Connecticut Whistleblower Protection Program, may discipline, penalize, or discriminate against an employee because: Any employee who believes that either themselves or a fellow employee has been fired, disciplined, penalized, or otherwise discriminated against by an employer may file a complaint within 180 days of the violation. PASS YOUR ROAD TEST CHECKLIST: .If you don't find what you . However, under Connecticut law, to be considered exempt the employee must make at least $475 per week. Find information on PUA eligibility, FAQs, and updates to the program, and more. (a) With each wage payment each employer shall furnish to each employee, in writing or, with the employee's explicit consent, electronically, a record of hours worked, the gross earnings showing straight time and overtime as separate entries, itemized deductions, including the total number of hours of and the rate of predictability pay, as Workplace Rights Law Group LLP4129 Main St., Suite B5Riverside, CA 92501, Workplace Rights Law Group LLP130 N. Brand Blvd., Suite 420Glendale, CA 91203. It is important that employers understand how to properly classify employees. Connecticut businesses must familiarize themselves with laws from Connecticut Occupational Safety and Health Administration (CONN-OSHA). Employees can learn more about their rights in the workplace and employers can find laws about fostering compliance. 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. My case was resolved in mediation, and without Theo, there wasnt a chance I wouldve been able to get that far. 2016 CT.gov | Connecticut's Official State Website, regular We are the industry-leading providers ofemployerservices, everything from payroll to human resources and employee benefits. There are both the federalFamily Medical Leave Act (FMLA) and Connecticut Family Medical Leave Act (CT FMLA) laws that may run concurrently with each other. Under certain circumstances, Connecticut residents may be eligible for unemployment benefits while they search for another job. Some exceptions apply. { Tell us about labor law violations, including unpaid wages. What Are the Requirements Under the California WARN Act? "text": "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." "name": "What are the Exceptions to Californias Minimum Shift Regulations? These duties include: Salary Test - The Salary Test states that, under the Fair Labor Standards Act (FLSA), to be considered exempt the employee must make at least $455 per week. 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. The Connecticut Parentage Act will take effect on Jan. 1, 2022, and will ensure equal treatment under the law for children born to same-sex couples. 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. 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. David saved my soul and believed in me. 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. Connecticut specifically requires discretion and independent judgment to occur on a regular basis.Connecticut law states that a job title does not make the determination; employers must look to an employee's actual job duties. . Minors are classified as persons under 18 years old and enrolled in a secondary education school. Tip Credits. Learn why we may investigate your workplace and stop work. File an employment discrimination complaint, CHRO regional offices and contact information. the Connecticut Commissioner of Labor has made a different rule for these types of businesses: beauty shops; . Employers can adopt policies prohibiting the possession and use of cannabis in the workplace. 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. Connecticut minimum wage laws require employers to count employee travel time as hours worked for purposes of its minimum wage and overtime requirements if the employees are required or permitted to travel for purposes incidental to the performance of their job duties. Takeaways. If you think that you have not been paid the proper amount we will listen free. Employers are mandated to allow employees to earn up to 40 hours of paid sick leave or equal to five days in one calendar year. Employers in California must comply with all applicable local, state, and federal wage and hour requirements. Employers must make reasonable efforts to provide nursing mother employees with private locations where nursing mothers may express breast milk. 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. This is your one-stop resource to help your business prepare, rebuild, and grow during the States emergency Coronavirus response. When an employer does provide bereavement leave, they must comply with their established policy. (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 Access all authorization, request, and registration forms. Information about Connecticut vacation leave laws may now be found on our Connecticut Leave Laws page. If you do want to logout, please click "Logout". 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. Speak with one of our experienced employment attorneys by telling us about your case. The Connecticut minimum wage is $14.00 per hour, as of 2023 (rising to $15.00 per hour on June 1, 2023). The US Department of Labor determines the wage using weighted average rates in other instances. Allow employees to express breastmilk or breastfeed on-site during a meal or rest break. 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. laws from Connecticut Occupational Safety and Health Administration (CONN-OSHA). Mandatory Workday Lunch / Meal Breaks in Connecticut Connecticut requires that employees be provided a hour lunch break after the first 2 hours of work and before the last 2 hours of work, for employees who work 7 consecutive hours or more in a shift. Legally speaking, there is not a minimum number of hours. California has a Reporting Time Pay law on the books (IWC Orders 1-16, Section 5). Exempt employees are not subject to overtime law. In addition, the employee may be able to recover twice the full amount of wages owed, plus costs and attorney fees. 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. What is the Law Regarding the Minimum 4-Hour Shift in California? 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. Minors that fall under this category are subject to time and hour restrictions based on industry. Exemptions from this law would include employers that are required to ask this by another state or federal law. By July 1, 2022, the minimum wage rate will change to $14 per hour, increasing by a dollar, and on June 1, 2023, it will turn into $15 per hour. hotel and restaurant occupations; Employees in these industries must be paid minimum earnings of 4 hours . Information on the employment of minors, which includes the working papers manual, employment FAQs, and minimum wage for minors. Smoking in the Workplace 31-40w. Sexual Harassment Training by HRCG can be accessed by clicking here. What exactly does the law require? Connecticut specifically requires discretion and independent judgment to occur on a regular basis. In addition to any Pennsylvania-specific minimum wage exemptions described above, the Federal Fair Labor Standards act defines special minimum wage rates applicable to certain types of workers. CT Reg. 31-71f. On June 22nd, 2021, S.B. Minimum wage laws protect all employees, whether or not they receive tips. To receive show up or reporting pay, an employee must be able and willing to work as requested. The minimum wage rate for Connecticut is $13.00 per hour, but this amount is subject to another increase by the end of June 2022. 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. The New Jersey Wage and Hour law prohibits an employer from firing or retaliating against an employee for pursuing a wage and hour claim. 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.

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