Think You Have a Wage and Hour Claim in California? There is a sub minimum wage in specific industries covered by wage orders or the Administrative regulations. What are the Exceptions to Californias Minimum Shift Regulations? (860) 263-6790 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. 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. "name": "Why Should You Contact a California Employment Law Attorney? Any employee who is an elector in the case of any US senator, congress representative, state senator, or state representative election. With a lot of federal and state overlap, it's the employer's responsibility to understand what's required of their organization. If he believes in the merits of your case, you can be assured that nobody will work harder or more passionately than David Simpson. theelection. 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) Our two largest programs regulate wages and working conditions for more than 100,000 employers. CT Reg. The Labor Laws in Restaurant and Food Service is a Connecticut miscellaneous law poster provided for businesses by the Connecticut Department Of Labor. Learn what you have to do to earn your learner's permit. DOL: Breaks and Meal Periods. It should be noted that there are some limited exceptions to Californias four-hour minimum shift law. There is a sub minimum wage in specific industries covered by wage orders or the Administrative regulations. 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. Some of the features on CT.gov will not function properly with out javascript enabled. Employers must make reasonable efforts to provide nursing mother employees with private locations where nursing mothers may express breast milk. Exempt employees are not subject to overtime law. The minimum shift law still applies. 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. 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. State of Connecticut . What Are the Requirements Under the California WARN 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. 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. 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. Find information on PUA eligibility, FAQs, and updates to the program, and more. Minors that fall under this category are subject to time and hour restrictions based on industry. 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). 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. Some of the laws concern wage issues, personnel files, drug testing, minors in the workplace, apprenticeship, unemployment, workplace safety, labor relations and more. Connecticut recently passed a new law (Sec. dominoes closing time The federal minimum wage, introduced in 1938 during the Great Depression under President Franklin Delano Roosevelt, was initially set at $0.25 per hour. } In addition, the employee may be able to recover twice the full amount of wages owed, plus costs and attorney fees. It is important that employers understand how to properly classify employees. However, when you arrive, your supervisor tells you that you are no longer needed and you are sent home without ever clocking in. If you believe that you or your loved one were unlawfully denied minimum shift pay, we are available to help. Legally speaking, there is not a minimum number of hours. Time and Hour Restrictions for 16- and 17-Year-Old Minors (by Industry). If you think that you have not been paid the proper amount we will listen free. The statute covers all Connecticut employers, requiring them to provide a private lactation room free from intrusion and the public. An employer must also comply with federal overtime laws. Thus, employers no longer will be permitted to require employees to work additional . Tip Credits. The locations must be in close proximity to the nursing mothers work areas. 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. This means that employers may take a tip credit of $7.62 per hour for wait staff and $5.77 for bartenders, as long as the employee's tips bring the total hourly wage up to the state minimum wage. Effective October 1, 2019, the minimum wage law in Connecticut is $11.00 per hour. Connecticut labor laws require employers to allow employees who are nursing mothers to express breast milk during meal and rest breaks. The State Board of Labor Relations investigates all work-related petitions and complaints and attempts to mediate settlements between parties through informal conferences. 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. the employer must provide the employee with the proper notice required by CT Stat. 2016 CT.gov | Connecticut's Official State Website, regular
Information on the employment of minors, which includes the working papers manual, employment FAQs, and minimum wage for minors. Connecticuts current minimum wage rate is $13.00. 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. His skills in mediation were phenomenal. View by-town basic hourly pay rates for public works projects. 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 Or by calling (860) 263-6790. Employers cannot use alleged employee misconduct as an excuse not to pay them. Legal Day's Work 31-40q. Employees carry over unused paid sick leaves into the next calendar year but can only use 40 hours out of the earned sick leaves. If an employer refuses to pay an employee reporting pay because he or she is either unable or unwilling to work a minimum of two (2) hours, the employer must obtain a signed statement from the employee acknowledging his or her inability or unwillingness to work. It seems that JavaScript is not working in your browser. To be eligible, employees must submit a request at least two days before election. 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. If you have questions or would like to get in touch with a wage and hour claims attorney, please contact the team at Workplace Rights Law Group today. The Connecticut minimum wage is $14.00 per hour, as of 2023 (rising to $15.00 per hour on June 1, 2023). Workplace Rights Law Group LLP4129 Main St., Suite B5Riverside, CA 92501, Workplace Rights Law Group LLP130 N. Brand Blvd., Suite 420Glendale, CA 91203. What exactly does the law require? If an employee can demonstrate that his or her employer discriminates on the basis of sex then such employer must demonstrate that such differential in pay is made pursuant to: Connecticut's new salary range law went into effect on October 1st, 2021 concerning the disclosure of salary ranges as well, in order to help combat pay inequities in the state. Allow employees to express breastmilk or breastfeed on-site during a meal or rest break. 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. In June 2019, Connecticut enactedPublic Acts 19-16and19-93; combined they are known as theTimes Up Act. 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. Information about Connecticut voting leave laws may now be found on our Connecticut Leave Laws page. 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. 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. (Effective on July 1, 2022) CT Statute 31-76b-76i. For more information on Connecticuts minimum wage laws, visit our Connecticut Minimum Wage Laws page, which includes topics such as minimum wage, tip minimum wage, tip sharing and pooling, and subminimum wages. Employers in California must comply with all applicable local, state, and federal wage and hour requirements. Federal law will apply in cases where it benefits employees more, otherwise, state law applies. 3. the employer employs less than five people on a shift with a single place of business. Learn why we may investigate your workplace and stop work. We are the industry-leading providers ofemployerservices, everything from payroll to human resources and employee benefits. 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.