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Frequently Asked Questions
(FAQs) for Employers
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CLICK ON EACH QUESTION TO SHOW THE
ANSWER. CLICK ON THE QUESTION AGAIN TO HIDE THE ANSWER. |
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- 1. What is the minimum wage?
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Effective January 1, 2010, the minimum wage increased
to $8.25 per hour. For minors working in agriculture or government, it
is 85% of minimum wage, and for minors working in other industries, it is
85% for the first 200 hours. This is covered in
Section 31-58
and
Section 31-58a of the CT State Statutes.
- 2. What is the minimum wage for waiters
and waitresses?
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The minimum wage for waiters and waitresses is the
current minimum wage less 31% for tips. Therefore, effective January 1, 2010
the minimum wage for waiters and waitresses is $5.69 per hour which is
calculated in the following manner: 31% of $8.25 is $2.56; $8.25 minus $2.56
equals $5.69 per hour.
IMPORTANT NOTE: All state and federal taxes are required to be paid
based on the higher amount (gross wages -- in the above scenario it would be
based on $8.25 per hour).
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3. When is an employer
required to pay overtime?
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After 40 hours of actual work in the same work week. It
is calculated at one and one-half times the employee's regular rate of pay.
This is covered under the CT State Statutes in the following sections:
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4. Is the employee due overtime after
working 8 hours in a day, or on a Sunday, or on a holiday?
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No, unless by employment agreement.
- 5. What is an exempt/non-exempt
employee for the purposes of wage and hour laws?
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Please see the
"Exempt/Non-Exempt Employees
for the Purposes of Wage and Hour Laws"
page for more information.
- 6. Does paying
an employee by salary exempt them from overtime and
record-keeping requirements?
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No, the employee must meet the definition of an
executive, administrative, or professional employee as defined by the Labor
Commissioner. The employee must meet both a
duties test
and
salary test. (see
Section 31-60-14,15,16 of the Administrative Regulations).
- 7. Is an employer required to provide a
break?
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Connecticut state law does not require an employer to
provide a break. However, state law does require the employer to provide a
meal period after the employee has worked 7½ or more consecutive hours. Meal
period requirements are covered under
31-51ii of the
Conn. State Statutes.
- 8. Is the employer required to provide
a meal period?
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The employer must provide a meal period of at least
30 consecutive minutes if the employee has worked for 7½ or more
consecutive hours. However, the Labor Commissioner will exempt the
employer from this requirement if one of the following conditions is
present:
a. complying with this requirement would endanger public safety;
b. the duties of the position can only be performed by one employee;
c. the employer employs less than 5 employees on that shift at that one
business location (this only applies to that particular shift); or,
d. the employer's operation requires that employees be available to respond
to urgent conditions, and that the employees are compensated for the
meal period.
Meal period requirements are covered under
31-51ii of the
Conn. State Statutes
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9. Does an employer have to provide
vacation or holiday pay?
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No. These are fringe benefits provided at the
discretion of the employer. They are not required by law.
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10. Does an employer have to provide sick pay?
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Regarding sick leave or
sick days, you are required to comply with the Paid Sick Leave Act, P.A.
11-52. Click here to
obtain information on the Paid Sick Leave Act.
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11. Can an employer cut an employee's pay,
reduce the employee's hours or benefits, or change the
employee's job duties?
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Yes, as long as the employee is notified in advance of
the pay period and in writing. This is covered in the
CT General Statute Section 31-71f.
- 12. If an employee owes the employer
money, or the employer wishes to deduct from wages for employee
errors, can wages be
withheld?
- No, an employer may not withhold or
divert wages unless provided specifically by law. This is
covered in
CT General Statute Section 31-71e.
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13. How does an employer receive permission
to deduct from wages for specific reasons?
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The employer can submit a sample deduction form to the
Wage and Workplace Standards Division for consideration. Typical deductions
are for employee loans or purchases, credit union, uniforms, and advances on
fringe benefits.
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14. When must an employer pay wages upon
termination?
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If discharged, next business day. If laid off or quit,
next regular pay day.
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15. May an employer pay employees other
than weekly?
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Although State law requires a weekly pay within 8 days
of the end of the pay period, an employer may write the Wage and Workplace
Standards Division for a waiver of this, with the conditions stated in
CT General Statutes Section 31-71i.
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16. How does an employer obtain a waiver
from the weekly pay requirement?
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A letter should be sent to the Director of the Wage and
Workplace Standards Division describing the reason for the change and the
desired frequency. Most requests are for a bi-weekly payroll. Thirty days
notice should be given to employees affected by the change.
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17. What records must an employer retain?
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Please see the
"Records to be
Retained by Employers" page for more information.
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18. May an employer keep records outside
the place of employment?
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Permission can be granted after a request is submitted
to the Wage and Workplace Standards Division.
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19. Is there a sub-minimum rate that
applies to minors in Connecticut?
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Yes. Minors in Connecticut may be paid 85% of
Connecticut's minimum wage
for the first 200 hours of employment in any industry or occupation.
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20. What may an employee between the ages
of 16 and 18 who has worked less than 200 hours and less than 90
days be paid?
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Since the higher standard applies, a minor employee
must be paid at least the $7.01 per hour (85% of the current minimum wage of
$8.25 per hour).
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21. Is there an employers' checklist for
the employment of minors in Connecticut?
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Yes. Please see the
"Employers' Checklist for Employment of Minors" page for more
information.
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22. Are there any exemptions to the child
labor laws?
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Exemptions may be found on the
"Exemptions from Child Labor Laws" page
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