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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
Meals and Break
Connecticut employers must provide their employees a meal period of at least 30
consecutive minutes if they have worked for 7½ or more consecutive hours. Such period
shall be given at some time after the first two hours of work and before the last two hours.
The Labor Commissioner will exempt an employer from this requirement if one of the
following conditions is present:
There are no state laws requiring an employer to provide a break. However, in accordance
with federal law, if an employer chooses to do so, breaks, usually of the type lasting less
than 20 minutes, must be paid. DOL: Breaks and Meal Periods.
Connecticut employers must provide their employees a meal period of at least 30
consecutive minutes if they have worked for 7½ or more consecutive hours. Such period
shall be given at some time after the first two hours of work and before the last two hours.
The Labor Commissioner will exempt an 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.
There are no state laws requiring an employer to provide a break. However, in accordance
with federal law, if an employer chooses to do so, breaks, usually of the type lasting less
than 20 minutes, must be paid. DOL: Breaks and Meal Periods.
Vacation
In Connecticut, an employer is not required to provide its employees with vacation benefits,
either paid or unpaid. If an employer chooses to provide such benefits, it must comply with
the terms of its established policy or employment contract. See Conn. Statutes, Ch. 558,
Sec.31-76k; Gagnon v. Housatonic Valley Tourism Dist. Comm., 888 A.2d 104, 92 Conn.
App. 835 (2006); Santengelo v. Elite Beverage, Inc., 783 A.2d 500, 65 Conn. App. 618
(2001); Fulco v. The Norwich Roman Catholic Diocesan Corp., 609 A.2d 1034, 27 Conn.
App. 800 (1992).
An employer may lawfully establish a policy or enter into a contract denying employees
payment for accrued vacation leave upon separation from employment. See Santengelo v.
Elite Beverage, Inc., 783 A.2d 500, 65 Conn. App. 618 (2001).
An employer may lawfully establish a policy or enter into a contract disqualifying employees
from payment of accrued vacation upon separation from employment if they are terminated.
See Santengelo v. Elite Beverage, Inc., 783 A.2d 500, 65 Conn. App. 618 (2001).
An employer may also lawfully establish a policy or enter into a contract disqualifying
employees from payment of accrued vacation upon separation from employment if they fail
to comply with specific requirements, such as giving two weeks notice or being employed
as of a specific date of the year. See Santengelo v. Elite Beverage, Inc., 783 A.2d 500, 65
Conn. App. 618 (2001).
An employer is required to pay accrued vacation to an employee upon separation from
employment if its policy or contract requires it. Conn. Statutes, Ch. 558, Sec.31-76k.
An employer is not required to pay accrued vacation leave upon separation from
employment if the employer’s established policy or employment contract is silent on the
matter, unless the employer has established a practice of doing so. Santengelo v. Elite
Beverage, Inc., 783 A.2d 500, 65 Conn. App. 618 (2001)
An employer may lawfully cap the amount of leave an employee may accrue over time. See
Santengelo v. Elite Beverage, Inc., 783 A.2d 500, 65 Conn. App. 618 (2001).
An employer would also likely be free to implement a “use-it-or-lose-it” policy requiring
employees to use their leave by a set date or lose it. See Santengelo v. Elite Beverage, Inc.,
783 A.2d 500, 65 Conn. App. 618 (2001).
In Connecticut, an employer is not required to provide its employees with vacation benefits,
either paid or unpaid. If an employer chooses to provide such benefits, it must comply with
the terms of its established policy or employment contract. See Conn. Statutes, Ch. 558,
Sec.31-76k; Gagnon v. Housatonic Valley Tourism Dist. Comm., 888 A.2d 104, 92 Conn.
App. 835 (2006); Santengelo v. Elite Beverage, Inc., 783 A.2d 500, 65 Conn. App. 618
(2001); Fulco v. The Norwich Roman Catholic Diocesan Corp., 609 A.2d 1034, 27 Conn.
App. 800 (1992).
An employer may lawfully establish a policy or enter into a contract denying employees
payment for accrued vacation leave upon separation from employment. See Santengelo v.
Elite Beverage, Inc., 783 A.2d 500, 65 Conn. App. 618 (2001).
An employer may lawfully establish a policy or enter into a contract disqualifying employees
from payment of accrued vacation upon separation from employment if they are terminated.
See Santengelo v. Elite Beverage, Inc., 783 A.2d 500, 65 Conn. App. 618 (2001).
An employer may also lawfully establish a policy or enter into a contract disqualifying
employees from payment of accrued vacation upon separation from employment if they fail
to comply with specific requirements, such as giving two weeks notice or being employed
as of a specific date of the year. See Santengelo v. Elite Beverage, Inc., 783 A.2d 500, 65
Conn. App. 618 (2001).
An employer is required to pay accrued vacation to an employee upon separation from
employment if its policy or contract requires it. Conn. Statutes, Ch. 558, Sec.31-76k.
An employer is not required to pay accrued vacation leave upon separation from
employment if the employer’s established policy or employment contract is silent on the
matter, unless the employer has established a practice of doing so. Santengelo v. Elite
Beverage, Inc., 783 A.2d 500, 65 Conn. App. 618 (2001)
An employer may lawfully cap the amount of leave an employee may accrue over time. See
Santengelo v. Elite Beverage, Inc., 783 A.2d 500, 65 Conn. App. 618 (2001).
An employer would also likely be free to implement a “use-it-or-lose-it” policy requiring
employees to use their leave by a set date or lose it. See Santengelo v. Elite Beverage, Inc.,
783 A.2d 500, 65 Conn. App. 618 (2001).
Sick Leave
Connecticut law does not require employers to provide employees with sick leave benefits,
either paid or unpaid. CT Div. of Wage and Workplace Standards FAQs. If an employer
chooses to provide sick leave benefits, it must comply with the terms of its established
policy or employment contract.
An employer in Connecticut may be required to provide an employee unpaid sick leave in
accordance with Connecticut's Family and Medical Leave Act and the federal Family and
Medical Leave Act or other federal laws.
Connecticut law does not require employers to provide employees with sick leave benefits,
either paid or unpaid. CT Div. of Wage and Workplace Standards FAQs. If an employer
chooses to provide sick leave benefits, it must comply with the terms of its established
policy or employment contract.
An employer in Connecticut may be required to provide an employee unpaid sick leave in
accordance with Connecticut's Family and Medical Leave Act and the federal Family and
Medical Leave Act or other federal laws.
Severance
Connecticut law does not require employers to provide employees with severance pay. If
an employer chooses to provide severance benefits, it must comply with the terms of its
established policy or employment contract.
Connecticut law does not require employers to provide employees with severance pay. If
an employer chooses to provide severance benefits, it must comply with the terms of its
established policy or employment contract.
Holidays
Connecticut law does not require employers to provide employees with either paid or unpaid
holiday leave. In Connecticut, an employer can require an employee to work holidays. An
employer does not have to pay an employee premium pay, such as 1 1/2 times the regular
rate, for working on holidays, unless such time worked qualifies the employee for overtime
under standard overtime laws. If an employer chooses to provide either paid or unpaid
holiday leave, it must comply with the terms of its established policy or employment contract.
CT Div. of Wage and Workplace Standards FAQs.
Connecticut law does not require employers to provide employees with either paid or unpaid
holiday leave. In Connecticut, an employer can require an employee to work holidays. An
employer does not have to pay an employee premium pay, such as 1 1/2 times the regular
rate, for working on holidays, unless such time worked qualifies the employee for overtime
under standard overtime laws. If an employer chooses to provide either paid or unpaid
holiday leave, it must comply with the terms of its established policy or employment contract.
CT Div. of Wage and Workplace Standards FAQs.
Minimum Wage
Connecticut's current minimum wage rate is $8.00. This rate will increase to $8.25 on
January 1, 2010. CT Dept. of Labor Wage FAQs. Some exceptions may apply.
An employer must also comply with federal minimum wage laws, which currently sets the
federal minimum wage at $7.25. See FLSA: Minimum Wage.
If an employer chooses to pay employees minimum wage, the employer must pay those
employees in accordance with the minimum wage law, either federal or state, that results
in the employees being paid the higher wage. In most instance in Connecticut, the state
minimum wage law will apply as it generally guarantees a higher wage rate for employees
than federal law.
Connecticut's current minimum wage rate is $8.00. This rate will increase to $8.25 on
January 1, 2010. CT Dept. of Labor Wage FAQs. Some exceptions may apply.
An employer must also comply with federal minimum wage laws, which currently sets the
federal minimum wage at $7.25. See FLSA: Minimum Wage.
If an employer chooses to pay employees minimum wage, the employer must pay those
employees in accordance with the minimum wage law, either federal or state, that results
in the employees being paid the higher wage. In most instance in Connecticut, the state
minimum wage law will apply as it generally guarantees a higher wage rate for employees
than federal law.
Overtime
Connecticut requires employers to pay employees overtime at a rate of 1 1/2 time their
regular rate when they work more than 40 hours in a workweek. Some exceptions apply.
CT Dept. of Labor Wage FAQs. An employer must also comply with federal overtime laws.
See FLSA. Federal law will apply in cases where it benefits employees more, otherwise
state law applies.
Connecticut requires employers to pay employees overtime at a rate of 1 1/2 time their
regular rate when they work more than 40 hours in a workweek. Some exceptions apply.
CT Dept. of Labor Wage FAQs. An employer must also comply with federal overtime laws.
See FLSA. Federal law will apply in cases where it benefits employees more, otherwise
state law applies.
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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| Wage and Hour Laws for Private Sector Employers |
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
TOPICS COVERED (Scroll down for detailed information):
- Minimum Wage
- Overtime
- Meals and Breaks
- Vacation Leave
- Sick Leave
- Severance Pay
- Holiday Leave
- Jury Duty
RELATED TOPICS:
Jury Duty
An employer must pay full-time employees regular wages for the first five days, or part
thereof, of jury service, unless the employer has been excused by the Chief Court
Administrator from compensating the employee. To be excused from compensating a juror,
an employer must submit a written application to the Chief Court Administrator. The Chief
Administrator must find the employer is subject to financial hardship sufficient to justify
excusing them from the compensation obligation. In cases where an employer is excused
for compensating an employee for jury service, the state will compensate the employee for
the first five days of jury service, not to exceed $50 per day.
An employee is not considered a full-time employed juror on any day of jury service in which
the person (1) would not have accrued regular wages if they were not serving as a juror on
that day, or (2) would not have worked more than one-half of a shift which extends into
another day if they were not serving as a juror on that day. Each juror not considered a
full-time employed juror on a particular day is reimbursed by the state of Connecticut for
necessary out-of-pocket expenses incurred during that day of jury service, provided the day
of service falls within the first five days, or part thereof, of jury service.
Connecticut Stat. 51-247
An employer may not discharge, penalize, threaten, or otherwise coerce an employee for
receiving or responding to a jury summons or for serving on a jury.
Any employee who has served eight hours of jury duty in any one day is deemed to have
worked a legal day's work and an employer cannot require the employee to work in excess
of eight hours as dictated by Connecticut Stat. 31-21.
Connecticut Stat. 51-247a
An employer must pay full-time employees regular wages for the first five days, or part
thereof, of jury service, unless the employer has been excused by the Chief Court
Administrator from compensating the employee. To be excused from compensating a juror,
an employer must submit a written application to the Chief Court Administrator. The Chief
Administrator must find the employer is subject to financial hardship sufficient to justify
excusing them from the compensation obligation. In cases where an employer is excused
for compensating an employee for jury service, the state will compensate the employee for
the first five days of jury service, not to exceed $50 per day.
An employee is not considered a full-time employed juror on any day of jury service in which
the person (1) would not have accrued regular wages if they were not serving as a juror on
that day, or (2) would not have worked more than one-half of a shift which extends into
another day if they were not serving as a juror on that day. Each juror not considered a
full-time employed juror on a particular day is reimbursed by the state of Connecticut for
necessary out-of-pocket expenses incurred during that day of jury service, provided the day
of service falls within the first five days, or part thereof, of jury service.
Connecticut Stat. 51-247
An employer may not discharge, penalize, threaten, or otherwise coerce an employee for
receiving or responding to a jury summons or for serving on a jury.
Any employee who has served eight hours of jury duty in any one day is deemed to have
worked a legal day's work and an employer cannot require the employee to work in excess
of eight hours as dictated by Connecticut Stat. 31-21.
Connecticut Stat. 51-247a
