Having went into effect on October 1, 2019, these laws expanded Connecticut sexual harassment legislation and required employers with three or more employees to provide sexual harassment management training to their supervisory employees AND training to employees. Workplace Laws. the employer must provide the employee with the proper notice required by CT Stat. Commission Workers' Compensation insurance is required for all Connecticut employers. Legislative updates in Connecticut are going into effect on July 1st, 2022 throughout the state requiring updates to workplace notices / posters for employees. Exempt employees are not subject to overtime law. With the Occupational Safety and Health Act of 1970, Congress created the Occupational Safety and Health Administration (OSHA) to assure safe and healthful working conditions for working men and women by setting and enforcing standards and by providing training, outreach, education and assistance. 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. Improperly Denied 4-Hour Minimum Shift Pay? Connecticut Minimum Wage is/was as follows, on the following effective dates: Connecticut's Pay Equity Law states an employer must equally compensate employees of the opposite sex for comparable work, when the work is viewed as a composite of skill, effort, and responsibility, and is performed under similar working conditions. In June of 2019, Connecticut passed new legislation creating the Connecticut Paid Family and Medical Leave Act. 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. 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. "@type": "Answer", 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. Robin is a recognized leader in the business community as a member of the Society for Human Resource Management (SHRM), The American Payroll Association (APA), The Independent Payroll Providers Association (IPPA,) The Payroll Group (TPG) as Secretary on the Board of Directors, and a former recipient of the Association for Women in Communications award (WIC). File an employment discrimination complaint, CHRO regional offices and contact information. Find more federal OSHA information. 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. 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. Information about Connecticut jury duty leave laws may now be found on our Connecticut Leave Laws page. Federal law generally requires a child working in agriculture to be at least age 12, although children as young as 10 are permitted to work as hand harvesters. 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. Parental leave, or family leave, is an employee benefit available in almost all countries. Minors that fall under this category are subject to time and hour restrictions based on industry. To be eligible, employees must submit a request at least two days before election. 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. 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. Home Employment and Labor Laws States Connecticut. 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: How Many Hours Are Legal Between Shifts in California? Connecticut labor laws do not require employers to provide employees with severance pay. The Wage and Workplace Standards Division enforce the laws and regulations pertaining to employer-employee relationships. Employees that do not meet the requirements to classify as exempt are classified as non-exempt. Try aposter subscription serviceand receive updated mandatory notices that need to be posted for employeesas additional changes take placewith Connecticut's state or local laws. 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. State Labor Laws For State and Local Governments For State and Local Governments State and Local Government Self Assessment Tool Listed below are links to resources and topics for and about state and local governments, including minimum wage laws, labor office contact information, labor law topics, and compliance and self assessment tools. 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. "@type": "Answer", 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. This is your one-stop resource to help your business prepare, rebuild, and grow during the States emergency Coronavirus response. 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. Legally speaking, there is not a minimum number of hours. },{ (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 What Is the Difference Between Double-Time and Overtime in California? Closed on Saturday and Sundays, All WWS phones are manned Monday, Wednesday, Friday - 8am-4:30pm, 200 Folly Brook Blvd. Use of Polygraph Prohibited. The employer must comply with the laws that provide the higher standard for employees. By regulation, the recommended standard is hour after 6 consecutive hours' work in factories, mechanical and mercantile establishments and certain service industries, to be given reasonably close to usual meal time or near middle of shift. Effective January 1, 2023, the minimum wage is $15.50 per hour for all employers. 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. } An employer must also comply with federal overtime laws. Effective October 1, 2019, the minimum wage law in Connecticut is $11.00 per hour. 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. Employers can drug test employees and job applicants, and take disciplinary action. The labor relations' portion is comprised of two boards, Connecticut State Board of Labor Relations and the Connecticut State Board of Mediation. 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 . The State Board of Labor Relations investigates all work-related petitions and complaints and attempts to mediate settlements between parties through informal conferences. Call us at (860) 263-6791 M-F 8:30-4:30 or check our Web Site at: www.ctdol.state.ct.us/wgwkstnd/wgemenu.htm "acceptedAnswer": { Some of the features on CT.gov will not function properly with out javascript enabled. Employer may not make the following deductions from the salary of an employee for whom it exempts from minimum wage and overtime requirements as an executive employee: lack of work occasioned by the operation of the employer. 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. Employers must make reasonable efforts to provide nursing mother employees with private locations where nursing mothers may express breast milk. This state law provides employees significantly more protection and benefits than the federal FMLA (Family Medical Leave Act). This law, however, is only effective until June 30, 2024. Theo never filled my head with false promises, and reiterated the reality of what the pros and cons of my case were. 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. 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. Is there a written contract for employment? Employers cannot discharge, threaten, penalize, or coerce employees for responding to a jury summons. (860) 263-6791, Wage Payment:(860) 263-6790Public Contract Compliance (Prevailing Wage): 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. It also includes all time the employee is permitted to work, whether or not the work is required. On June 22nd, 2021, S.B. "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. DOL: Breaks and Meal Periods. He is extremely clear, honest and most importantly very deft at mediation. "name": "Why Should You Contact a California Employment Law Attorney? Another exemption would be positions that employers are hiring for that require security, fidelity, or equivalent type of bond. Restaurant and Hotel Restaurant Occupations (. It must also include a refrigerator or one near the room or portable cold storage provided by the employee to preserve breast milk. 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. }. 108 on page 142 of Bill No. 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. Information on the employment of minors, which includes the working papers manual, employment FAQs, and minimum wage for minors. 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. 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. 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. You are required to certify that you are unemployed on a weekly basis to receive these benefits. (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. "@type": "Answer", So, although arduous, it's important to monitor guidance on legislation from authorities at the federal and state level. Fully grasping Connecticut's labor and employment laws can be an arduous task. 200 Folly Brook Blvd, Some exceptions apply. 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. 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. } Connecticut's minimum wage effective July 1, 2022 is $14.00 per hour. The Business Reopening and Recovery Center for the State of Connecticut. Find information on PUA eligibility, FAQs, and updates to the program, and more.