State of Connecticut . In economic terms, taxation transfers wealth from households or businesses to the . 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. The minimum wage rates applicable in recent years can be . Some of the laws concern wage issues, personnel files, drug testing, minors in the workplace, apprenticeship, unemployment, workplace safety, labor relations and more. In June 2019, Connecticut enactedPublic Acts 19-16and19-93; combined they are known as theTimes Up Act. CT State Board of Mediation and Arbitration, Workforce Innovation and Opportunity Act (WIOA) Administration Unit, Freedom of Information Act Request for Information. 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. A Connecticut law passed in January 2012 requires some employers to provide paid sick leave benefits to their employees under service worker classifications. Fully grasping Connecticut's labor and employment laws can be an arduous task. In addition to pregnancy discrimination laws, Connecticut is one of the few states with a breastfeeding law as well. Based on the Connecticut minimum wage of $9.60 per hour, the minimum amount any Connecticut worker should receive as overtime pay is $14.40 per hour . Hours of all Divisions:M-F (8AM - 4:30PM) (Effective on September 1, 2020 ) $13.00 per hour. } 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. It also includes all time the employee is permitted to work, whether or not the work is required. Information about Connecticut voting leave laws may now be found on our Connecticut Leave Laws page. Some of the features on CT.gov will not function properly with out javascript enabled. 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. 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. If you only work 1-2 hours per day, you can probably earn about $200 to $300 a week doing DoorDash part-time.Easy to make $800 to $1000 a week and only working 4 to 5 days (maybe) in my market. 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. 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. In Connecticut, the minimum wage for minors (employees under the age of 18) is $11.05 (or 85% of the current minimum wage) for the first 200 hours of employment. If an employee benefits more if the federal law is followed, the employer is encouraged to follow it instead. 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. (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 Connecticut's wage and hour laws establish a minimum hourly wage, conditions of overtime pay, and guidelines for determining the hours employees work. As a somewhat favorable state for the employee, labor laws are being created, altered or expanded upon quite frequently. Takeaways. 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. },{ 2016 CT.gov | Connecticut's Official State Website, regular However, when an employer does provide leave, it must comply with the terms of its established policy or employment contract. 31-60-11. 2018 Acts Affecting Business and Jobs (Office of Legislative Research) Connecticut General Statutes Selected Statutes: Title 31. Legal Day's Work 31-40q. Agency: Department of Labor. Ensure you are correctly classified as an employee or contractor. "name": "Why Should You Contact a California Employment Law Attorney? What Are the Requirements Under the California WARN Act? 31-60-10(b). 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. The statute covers all Connecticut employers, requiring them to provide a private lactation room free from intrusion and the public. Federal law will apply in cases where it benefits employees more, otherwise, state law applies. Note: If you are deaf, hard of hearing, or have a speech disability, dial 7-1-1 for telecommunications . ", "mainEntity": [{ Employers are not required to pay employees show up or reporting pay if they do not fall within one of the categories listed below: State Laws Federal Laws Topics Articles Resources, Wage and Hour Laws in Connecticut | Current Connecticut Labor Laws. Failure to satisfy the posting requirements may subject the employer to fines up to $1,000 and the, Beyond the training and posting requirements, the legislation gives employees much more protection including significant changes to, and how companies can change employee terms and conditions, Connecticut Labor Law Poster Requirements. Please make sure to provide your company name and address, Federal Identification Number, and Unemployment Registration Number. Updated guide to labor laws in Connecticut for employers and employees. Effective January 1, 2023, the minimum wage is $15.50 per hour for all employers. The four-hour minimum shift rule does not mean that employers are required to schedule workers for at least four shifts. } David caught every discrepancy and every contradiction with the opposing counsel. 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. Under the state law, Connecticut employers must pay the first five days or part of their full-time employees performing jury services unless the Chief Court Administrator excuses them from paying. Effective October 1, 2019, the minimum wage law in Connecticut is $11.00 per hour. The Workers' Compensation Commission (WCC) administers the workers' compensation laws of the State of Connecticut with the ultimate goal of ensuring that workers injured on the job receive prompt payment of lost work time benefits and attendant medical expenses. Agency: Department of Labor Wage and Hour Information The standards set forth under the federal Fair Labor Standards Act related to sleeping time may provide additional reasonable guidance. On June 22nd, 2021, S.B. It should be noted that there are some limited exceptions to Californias four-hour minimum shift law. Some of the laws concern wage issues, personnel files, drug testing, minors in the workplace, apprenticeship, unemployment, workplace safety, labor relations and more. { Employment laws for CT cover wages, vacation, unemployment, more. Private companies are required by the state to submit new hire information for newly hired employees and employees that are returning to work to the Connecticut Department of Labor (DOL)within 20 days of the date of hire. Workplace Laws. There is no specific law for Connecticut private employers to provide paid or unpaid holiday leave benefits. Equal Employment Opportunity Commission. There is a sub minimum wage in specific industries covered by wage orders or the Administrative regulations. "acceptedAnswer": { Proper reporting requires employers to file an accident report with the First Report of Injury Form. Future increase: $15.00 on June 1, 2023. Under certain circumstances, Connecticut residents may be eligible for unemployment benefits while they search for another job. 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. If you do want to logout, please click "Logout". 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. } Specifically, the California labor law 4-hour minimum pay requirement mandates that employees who are told that they have to work actually get paid for at least half of their scheduled shift, even if they are sent home early or denied the chance to work at all. CT Reg. Employees under the non-service worker category may also enjoy sick leave benefits if the provider complies with the employment contract or policy terms. Confidential or time-sensitive information should not be sent through this form. Some of the features on CT.gov will not function properly with out javascript enabled. Connecticut Labor Department. The Connecticut labor laws do not oblige the employers to offer vacation leave benefits to their employees. (860) 263-6790 Commission Employee Labor Laws are laws that cover the amount of commission that can be earned for employees earning such commissions. 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. What is the Law Regarding the Minimum 4-Hour Shift in California? See Connecticut State Unemployment Benefits. the nature and structure of its operation. Connecticuts current minimum wage rate is $13.00. the employers operation requires that employees be available to respond to urgent conditions, and that the employees are compensated for the meal period. Under the law, an employee or service worker earns an hour of paid sick leave for every 40 worked hours. Some of the features on CT.gov will not function properly with out javascript enabled. If an employer decides to do so, they must ensure that these benefits are within the employment contract terms. Some cities and counties have higher minimum wages than the state's rate. Information about Connecticut sick leave laws may now be found on our Connecticut Leave Laws page. In addition, the employee may be able to recover twice the full amount of wages owed, plus costs and attorney fees. Under the Connecticut Fair Employment Practices Act, employers may not terminate or otherwise discriminate against an employee or applicant because of pregnancy, childbirth, or another related condition. font size, Agency: Commission on Human Rights and Opportunities. The employer must comply with the laws that provide the higher standard for employees. 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. 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. 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. Get Legal Help Immediately. When a Connecticut employer terminates an employee, all wages owed to the employee are due the next business day. Connecticut labor laws do not require employers to provide employees with severance pay. (NEW) ( Effective October 1, 2015) (a) Nothing in section 2 or 3 of this act shall be construed to prohibit an employer from adopting policies related to scheduling that are more beneficial to an employee than those required herein. 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? 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. "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. 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. Restaurant and Hotel Restaurant Occupations (. Based on Connecticuts general definition of hours worked, an employer would be required to pay employees for sleeping time if the employee is required to remain on the employers premises while sleeping. This notification is required for some employers, such as employers who are in the restaurant or hotel restaurant business. Currently, the federal minimum wage is $7.25 an hour. It expands the employers obligation on nursing mothers employees rights to breastfeed or extract breast milk during their scheduled breaks in the workplace. 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. This is a common misconception: there are no minimum hours for part-time in California or minimum hours for full-time. 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 It must also include a refrigerator or one near the room or portable cold storage provided by the employee to preserve breast milk. Wage & Workplace Standards Division. All jurors performing jury duty for more than five days receive a reimbursement of $50 a day from the state. "name": "Improperly Denied 4-Hour Minimum Shift Pay? The Connecticut wage and hour laws apply to employers in the state of Connecticut, including the state itself and any political subdivisions. Connecticut minimum wage laws do not specifically define what constitutes a workweek for purposes of its minimum wage or overtime requirements. 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. },{ Does the employer reimburse for some or all of the workers business expenses? 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.