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CONNECTICUT
Employment Laws
POSTER COMPLIANCE DATE 09/2020
DOL‑75
0024‑075‑01
These Administrative Regulations must be posted and maintained wherever workers covered by this Act are employed.
CONNECTICUT DEPARTMENT OF LABOR
WAGE AND WORKPLACE STANDARDS DIVISION
Minimum Wage:
$11.00 per hour effective 1‑1‑19
$12.00 per hour effective 9‑1‑20
$13.00 per hour effective 8‑1‑21
$14.00 per hour effective 7‑1‑22
$15.00 per hour effective 6‑1‑23
(P.A. 19‑4)
OVERTIME ‑ ONE AND ONE‑HALF TIMES THE EMPLOYEES REGULAR RATE OF PAY AFTER 40 HOURS PER WEEK. FOR
EXCEPTIONS ‑ SEE SECTION 31‑76i OF THE CONNECTICUT GENERAL STATUTES.
MINORS UNDER 18 YEARS OF AGE EMPLOYED BY THE STATE OR POLITICAL SUBDIVISION THEREOF MAY BE PAID 85% OF THE
APPLICABLE MINIMUM WAGE.
MINORS UNDER 18 YEARS OF AGE EMPLOYED IN AGRICULTURE MAY BE PAID 85% OF THE APPLICABLE MINIMUM WAGE.
MINORS EMPLOYED BY AGRICULTURAL EMPLOYERS WHO DID NOT, DURING THE PRECEDING CALENDAR YEAR, EMPLOY EIGHT OR
MORE WORKERS AT THE SAME TIME SHALL BE PAID A MINIMUM WAGE OF NOT LESS THAN 70% OF THE MINIMUM WAGE AS DEFINED
IN SECTION 31‑58.
MINORS IN OTHER EMPLOYMENT ‑ SEE SECTION 31‑60‑6.
Sec. 31‑60‑1. Piece rates in relation to time rates or incentive pay plans, including commissions and
bonuses.
(a) Definitions. For the purpose of this regulation, “piece rates” means an established rate per unit of work performed without
regard to time required for such accomplishment. “Commissions” means any premium or incentive compensation for business
transacted whether based on per centum of total valuation or specific rate per unit of accomplishment. “Incentive plan” means
any method of compensation, including, without limitation thereto, commissions, piece rate, bonuses, etc., based upon the
amount of results produced, where the payment is in accordance with a fixed plan by which the employee becomes entitled to
the compensation upon fulfillment of the conditions established as part of the working agreement, but shall be subject to the
limitation hereinafter set forth.
(b) Record of wages. Each employer shall maintain records of wages paid to each employee who is compensated for his services
in accordance with an incentive plan in such form as to enable such compensation to be translated readily into terms of average
hourly rate on a weekly basis for each work week or part thereof of employment.
(c) Piece rates in relation to time rates:
(1) When an employee is compensated solely at piece rates he shall be paid a sufficient amount at piece rates to yield an
average rate of at least the minimum wage for each hour worked in any week, and the wage paid to such employee shall be
not less than the minimum wage for each hour worked.
(2) When an employee is compensated at piece rates for certain hours of work in a week and at an hourly rate for other hours,
the employee’s hourly rate shall be at least the minimum wage and his earnings from piece rates shall average at least the
minimum wage for each hour worked on piece rate for that work week, and the wage paid to such employee shall not be less
than the minimum wage for each hour worked.
(3) When an employee is employed at a combination of hourly rate and piece rate for the same hours of work (i.e., an
incentive pay plan superimposed upon an hourly rate or a piece rate coupled with a minimum hourly guarantee), the
employee shall receive an average rate of at least the minimum wage an hour for each hour worked in any week and the
wage paid to such employee shall be not less than the minimum wage for each hour worked.
(d) Commission.
(1) When an employee is compensated solely on a commission basis, he shall be paid weekly an average of at least the
minimum wage per hour for each hour worked.
(2) When an employee is paid in accordance with a plan providing for a base rate plus commission, the wage paid weekly
to the employee from these combined sources shall equal at least an average of the minimum wage an hour for each hour
worked in any work week. All commissions shall be settled at least once in each month in full. When earnings are derived in
whole or in part on the basis of an incentive plan other than these defined herein, the employee shall receive weekly at least
the minimum wage per hour for each hour worked in the work week, and the balance earned shall be settled at least once
monthly.
Sec. 31‑60‑2. Gratuities as part of the minimum fair wage.
For the purposes of this regulation, “gratuity” means a voluntary monetary contribution received by the employee from a guest,
patron or customer for service rendered.
(a) Unless otherwise prohibited by statutory provision or by a wage order, gratuities may be recognized as constituting a part of
the minimum fair wage when all of the following provisions are complied with:
(1) The employee shall be engaged in an employment in which gratuities have customarily and usually constituted and have
been recognized as part of his remuneration for hiring purposes and
(2) The amount received in gratuities claimed as credit for part of the minimum fair wage shall be recorded on a weekly basis
as a separate item in the wage record, even though payment is made more frequently, and
(3) Each employer claiming credit for gratuities as part of the minimum fair wage paid to any employee shall provide
substantial evidence that the amount claimed, which shall not exceed the allowance hereinafter provided, was received by
the employee. For example, a statement signed by the employee attesting that wages received, including gratuities not to
exceed the amount specified herein, together with other authorized allowances, represents a payment of not less than the
minimum wage per hour for each hour worked during the pay period, will be accepted by the commissioner as “substantial
evidence” for purposes of this section, provided all other requirements of this and other applicable regulations shall be
complied with.
Public Act 19‑4, An Act Increasing the Minimum Fair Wage.
Sec. 31‑60(b) The Labor Commissioner shall adopt such regulations, in accordance with the provisions of chapter 54, as may be
appropriate to carry out the purposes of this part. Such regulations may include, but are not limited to, regulations defining and
governing an executive, administrative or professional employee and outside salesperson; learners and apprentices, their number,
proportion and length of service; and piece rates in relation to time rates; and shall recognize, as part of the minimum fair wage,
gratuities in an amount (1) equal to twenty‑nine and three‑tenths per cent, and effective January 1, 2009, equal to thirty‑one
per cent of the minimum fair wage per hour, and effective January 1, 2014, equal to thirty‑four and six‑tenths per cent of the
minimum fair wage per hour, and effective January 1, 2015, and ending on June 30, 2019, equal to thirty‑six and eight‑tenths
per cent of the minimum fair wage per hour for persons, other than bartenders, who are employed in the hotel and restaurant
industry, including a hotel restaurant, who customarily and regularly receive gratuities, (2) equal to eight and two‑tenths per cent,
and effective January 1, 2009, equal to eleven per cent of the minimum fair wage per hour, and effective January 1, 2014, equal
to fifteen and six‑tenths per cent of the minimum fair wage per hour, and effective January 1, 2015, and ending on June 30, 2019,
equal to eighteen and one‑half per cent of the minimum fair wage per hour for persons employed as bartenders who customarily
and regularly receive gratuities, and (3) not to exceed thirty‑five cents per hour in any other industry and shall also recognize
deductions and allowances for the value of board, in the amount of eighty‑five cents for a full meal and fourty‑five cents for a light
meal, lodging, apparel or other items or services supplied by the employer; and other special conditions or circumstances which
may be usual in a particular employer‑employee relationship. The commissioner may provide, in such regulations, modifications
of the minimum fair wage herein established for learners and apprentices; persons under the age of eighteen years; and for such
special cases or classes of cases as the commissioner finds appropriate to prevent curtailment of employment opportunities,
avoid undue hardship and safeguard the minimum fair wage herein established. Regulations in effect on July 1, 1973, providing
for a broad deduction and allowance in an amount differing from that provided in this section shall be construed to be amended
consistent with this section.
Sec. 31‑60‑3. Deductions and allowances for reasonable value of board and lodging was repealed.
Sec. 31‑60‑4. Physically or mentally handicapped employees.
[This regulation defines a “physically or mentally handicapped person” as a person whose earning capacity is impaired by age or
physical or mental deficiency or injury and provides guidelines for a modification of the minimum wage.]
Sec. 31‑60‑6. Minors under the age of 18.
(a) For the purposes of this regulation, “minor” means a person at least 16 years of age but not over 18 years of age. To prevent
curtailment of employment opportunities for minors, and to provide a reasonable period during which training for adjustment to
employment conditions may be accomplished, a minor may be employed at a modification of the minimum fair wage established
by subsection (j) of section 31‑58 of the general statutes, but at not less than 85% of the minimum wage, for the first 200 hours of
employment. When a minor has had an aggregate of two hundred hours of employment, he may not be employed by the same or
any other employer at less than the minimum fair wage.*
*This subsection is amended by P.A. 19‑4, An Act Increasing the Minimum Fair Wage. CGS Sec. 31‑58(i)(5). The rates for all
persons under the age of eighteen years, except emancipated minors, shall be not less than eighty‑five percent of the minimum
fair wage for the first ninety days of such employment, or ten dollars and ten cents per hour, which ever is greater, and shall be
equal to the minimum fair wage thereafter, except in institutional training programs specifically exempted by the commissioner.
(b) In addition to the records required by section 31‑66 of the 1969 supplement to the general statutes, each employer shall
obtain from each minor to be employed at a modification of the minimum fair wage rate as herein provided, a statement of his
employment prior to his date of accession with his present employer. Such statement of prior employment, supplemented by the
present employer’s record of hours worked by the minor while in his employ, will be deemed satisfactory evidence of good faith
on the part of the employer with respect to his adherence to the provisions of this regulation, provided such record shall be in
complete compliance with the requirements of section 31‑66 of the general statutes and section 31‑60‑12.
(c) Deviation from the provisions of this regulation will cancel the modification of the minimum fair wage herein provided for all
hours during which the violation prevailed and for such time the minimum wage shall be paid.
Sec. 31‑60‑7. Learners.
[This regulation contains the requirements to apply to the Labor Commissioner for a subminimum rate in an occupation which is
not apprenticeable.]
Sec. 31‑60‑8. Apprentices.
[Under this regulation, apprentices duly registered by the Connecticut State Apprenticeship Council of the Labor Department may
not be employed at less than the minimum wage unless permission has been received from the Labor Commissioner through an
application process.]
Sec. 31‑60‑9. Apparel.
For the purpose of this regulation, “apparel” means uniforms or other clothing supplied by the employer for use in the course of
employment but does not include articles of clothing purchased by the employee or clothing usually required for health, comfort
or convenience of the employee. An allowance (deduction) not to exceed $1.50 per week or the actual cost, whichever is lower,
may be permitted to apply as part of the minimum fair wage for the maintenance of wearing apparel or for the laundering and
cleaning of such apparel when the service has been performed. When protective garments such as gloves, boots or aprons are
necessary to safeguard the worker or prevent injury to an employee or are required in the interest of sanitation, such garments
shall be provided and paid for and maintained by the employer without charge upon the employee.
Sec. 31‑60‑10. Travel time.
(a) For the purpose of this regulation, “travel time” means that time during which a worker is required or permitted to travel for
purposes incidental to “a performance of his employment but does not include time spent traveling from home to his usual place
of employment or return to home, except as hereinafter provided in this regulation.
(b) When an employee, in the course of his employment, is required or permitted to travel for purposes which inure to the benefit
of the employer, such travel time shall be considered to be working time and shall be paid for as such. Expenses directly incidental
to and resulting from such travel shall be paid for by the employer when payment made by the employee would bring the
employee’s earnings below the minimum fair wage.
(c) When an employee is required to report to other than his usual place of employment at the beginning of his
work day, if such an assignment involves travel time on the part of the employee in excess of that ordinarily required
to travel from his home to his usual place of employment, such additional travel time shall be considered to be working
time and shall be paid for as such.
(d) When at the end of a work day a work assignment at other than his usual place of employment involves, on the part of
the employee, travel time in excess of that ordinarily required to travel from his usual place of employment to his home,
such additional travel time shall be considered to be working time and shall be paid for as such.
Sec. 31‑60‑11. Hours worked.
(a) For the purpose of this regulation, “hours worked” include all time during which an employee is required by the
employer to be on the employer’s premises or to be on duty, or to be at the prescribed work place, and all time during
which an employee is employed or permitted to work, whether or not required to do so, provided time allowed for meals
shall be excluded unless the employee is required or permitted to work. Such time includes, but shall not be limited to, the
time when an employee is required to wait on the premises while no work is provided by the employer. Working time in
every instance shall be computed to the nearest unit of 15 minutes.
(b) All time during which an employee is required to be on call for emergency service at a location designated by the
employer shall be considered to be working time and shall be paid for as such, whether or not the employee is actually
called upon to work.
(c) When an employee is subject to call for emergency service but is not required to be at a location designated by the
employer but is simply required to keep the employer informed as to the location at which he may be contacted, or when
an employee is not specifically required by his employer to be subject to call but is contacted by his employer or on the
employer’s authorization directly or indirectly and assigned to duty, working time shall begin when the employee is
notified of his assignment and shall end when the employee has completed his assignment.
Sec. 31‑60‑12. Records.
(a) For the purpose of this regulation, “true and accurate records” means accurate legible records for each employee
showing:
(1) His name;
(2) his home address;
(3) the occupation in which he is employed;
(4) the total daily and total weekly hours worked, showing the beginning and ending time of each work period,
computed to the nearest unit of 15 minutes;
(5) his total hourly, daily or weekly basic wage;
(6) his overtime wage as a separate item from his basic wage;
(7) additions to or deductions from his wages each pay period;
(8) his total wages paid each pay period;
(9) such other records as are stipulated in accordance with sections 31‑60‑1 through 31‑60‑16;
(10) working certificates for minor employees (sixteen to eighteen years). True and accurate records shall be
maintained and retained at the place of employment for a period of 3 years for each employee.
(b) The labor commissioner may authorize the maintenance of wage records and the retention of both wage and hour
records as outlined either in whole or in part at a place other than the place of employment when it is demonstrated that
the retention of such records at the place of employment either
(1) works an undue hardship on the employer without materially benefiting the inspection procedures of the
labor department, or
(2) is not practical for enforcement purposes. Where permission is granted to maintain wage records at other
than the place of employment, a record of total daily and weekly hours worked by each employee shall also be
available for inspection in connection with such wage records.
(c) In the case of an employee who spends 75% or more of his working time away from his employer’s place of business
and the maintaining of time records showing the beginning and ending time of each work period for such employee either
imposes an undue hardship upon the employer or exposes him to jeopardy because of his inability to control the accuracy
of such entries, a record of total daily and total weekly hours will be approved as fulfilling the record keeping requirements
of this section. However, in such cases, the original time entries shall be made by the employee in his own behalf and the
time entries made by the employee shall be used as the basis for payroll records.
(d) The employer shall maintain and retain for a period of 3 years the following information and data on each individual
employed in a bona fide executive, administrative or professional capacity.
(1) His name;
(2) his home address;
(3) the occupation in which he is employed;
(4) his total wages paid each work period;
(5) the date of payment and the pay period covered by payment.
Sec. 31‑60‑14. Employee in a bona fide Executive capacity.
(a) For the purposes of section 31‑58 (f) of the general statutes, as amended, “employee employed in a bona fide executive
capacity” means any employee (1) whose primary duty consists of the management of the enterprise in which he is
employed or of a customarily recognized department or subdivision thereof; and (2) who customarily and regularly
directs the work of two or more other employees therein; and (3) who has the authority to hire or fire other employees
or whose suggestions and recommendations as to the hiring or firing and as to the advancement and promotion or any
other change of status of other employees will be given particular weight; and (4) who customarily and regularly exercise
discretionary powers; and (5) who does not devote more than twenty percent, or, in the case of an employee of a retail or
service establishment who does not devote as much as forty percent, of his hours of work in the workweek to activities
which are not directly and closely related to the performance of the work described in subdivisions (1) to (4), inclusive,
of this section; provided this subdivision shall not apply in the case of an employee who owns at least twenty percent
interest in the enterprise in which he is employed; and (6) who is compensated for his services on a salary basis at a rate of
not less than four hundred dollars per week exclusive of board, lodging, or other facilities, except that this subdivision
shall not apply in the case of an employee in training for a bona fide executive position as defined in this section if (A) the
training period does not exceed six months; and (B) the employee is compensated for his services on a salary basis at a
rate not less than three hundred seventy‑five dollars per week exclusive of board, lodging, or other facilities during the
training period; (C ) a tentative outline of the training program has been approved by the labor commissioner; and (D)
the employer shall pay tuition costs, and fees, if any, for such instruction and reimburse the employee for travel expenses
to and from each destination other than local, where such instruction or training is provided. Any trainee program so
approved may be terminated at any time by the labor commissioner upon proper notice, if he finds that the intent of the
program as approved has not been carried out. An employee who is compensated on a salary basis at a rate of not less
than four hundred seventy‑five dollars per week, exclusive of board, lodging, or other facilities, and whose primary
duty consists of the management of the enterprise in which he is employed or of a customarily recognized department or
subdivision thereof, and includes the customary and regular direction of the work of two or more other employees therein,
shall be deemed to meet all of the requirements of this section.
(b) “Salary basis” means a predetermined amount paid for each pay period on a weekly or less frequent basis, regardless
of the number of days or hours worked, which amount is not subject to reduction because of variations in the quality or
quantity of the work performed, and which amount has been the subject of an employer advisement as required by section
31‑71f of the Connecticut General Statutes.
(1) Although the employee need not be paid for any workweek in which he performed no work, deductions may only be
made in the following five (5) instances:
(A) During the initial and terminal weeks of employment, an employer may pay a proportionate part of an
employee’s salary for the time actually worked;
(B) Deductions may be made for one or more full days if the employee is absent for personal reasons other than
sickness or accident;
(C) Deductions may be made for one or more full days of sickness or disability provided the deduction is made
pursuant to a bona fide plan, policy or practice of making deductions from an employee’s salary after sickness or
disability leave has been exhausted which has been disclosed to the employee in accordance with section 31‑71f of
the Connecticut General Statutes;
(D) Deductions may be made for absences of less than one full day taken pursuant to the federal family medical leave
act, 29 USC 2601 et seq., or the Connecticut family and medical leave act, section 31‑ 51kk etseq., of the Connecticut
General Statutes, as permitted by 29 CFR 825.206 or by section 31‑51qq‑17 of the regulations of Connecticut state
agencies; or
(E) Deductions may be made for one or more full days if the employee is absent as a result of a disciplinary suspension
for violating a safety rule of major significance. Safety rules of major significance include only those relating to the
prevention of serious danger to the employer’s premises, or to other employees.
(2)(A) No deduction of any kind shall be made for any part of a workweek absence that is attributable to:
(i) lack of work occasioned by the operating requirements of the employer;
(ii) jury duty, or attendance at a judicial proceeding in the capacity of a witness; or
(iii) temporary military leave.
(B) An employer is permitted to offset payments an employee receives for any of the services described in this
subdivision against the employee’s regular salary during the week of such absence.
(3) No deduction shall be made for an absence of less than one full day from work unless:
(A) The absence is taken pursuant to the federal family and medical leave act, 29 USC 2601 et seq., or the Connecticut
family and medical leave act, section 31‑51kk et seq., of the Connecticut General Statutes, as permitted by 29 CFR
825.206 or by section 31‑51qq‑17 of the regulations of Connecticut state agencies; or
(B) The absence is taken pursuant to a bona fide paid time off benefits plan that specifically authorizes the
substitution or reduction from accrued benefits for the time that an employee is absent from work, provided the
employee receives payment in an amount equal to his guaranteed salary.
(B) The absence is taken pursuant to a bona fide paid time off benefits plan that specifically authorizes the
substitution or reduction from accrued benefits for the time that an employee is absent from work, provided the
employee receives payment in an amount equal to his guaranteed salary.
(4) No deduction of any kind shall be made for an absence of less than one week which results from a disciplinary
suspension for violating ordinary rules of employee conduct.
Sec. 31‑60‑15. Employee in bona fide Administrative Capacity.
(a) For the purposes of said section 31‑58 (f), “employee employed in a bona fide administrative capacity” means any
employee (1) whose primary duty consists of either: (A) the performance of office or nonmanual work directly related to
management policies or general business operations of his employer or his employer’s customers, or (B) the performance
of functions in the administration of a school system or educational establishment or institution, or of a department
or subdivision thereof, in work directly related to the academic instruction or training carried on therein; and (2) who
customarily and regularly exercises discretion and independent judgement; and (3) (A) who regularly and directly assists
a proprietor, or an employee employed in a bona fide executive or administrative capacity, as such terms are defined in
section 31‑60‑14 and 31‑60‑15, or (B) who performs under only general supervision work along specialized or technical
lines requiring special training, experience or knowledge, or (C) who executes under only general supervision special
assignments and tasks; and (4) who does not devote more than twenty percent, or, in the case of an employee of a retail
or service establishment who does not devote as much as forty percent, of his hours worked in the workweek to activities
which are not directly and closely related to the performance of the work described in subdivisions (1) to (3), inclusive, of
this section; and (5)(A) who is compensated for his services on a salary or fee basis at a rate of not less than four hundred
dollars per week exclusive of board, lodging, or other facilities, or (B) who, in the case of academic administrative
personnel, is compensated for his services as required by subparagraph (A) of this subdivision or on a salary basis which is
at least equal to the entrance salary for teachers in the school system or educational establishment or institution by which
he is employed; provided an employee who is compensated on a salary or fee basis at a rate of not less than four hundred
seventy‑five dollars per week, exclusive of board, lodging, or other facilities, and whose primary duty consists of the
performance of work described in subdivision (1) of this section, which includes work requiring the exercise of discretion
and independent judgement, shall be deemed to meet all of the requirements of this section.
(b) “Salary basis” [refer to Section 31‑60‑14.]
(c) “Fee basis” means the payment of an agreed sum for the accomplishment of a single task regardless of the time required
for its completion. A fee basis payment shall be permitted only for jobs which are unique in nature rather than for a series
of jobs which are repeated an indefinite number of times and for which payment on an identical basis is made over and
over again. Payment on a fee basis shall amount to a rate of not less than the rate set forth in subsection (a) of this section.
Sec. 31‑60‑1 6. Employee in bona fide Professional Capacity.
(a) For the purposes of said section 31‑58 (f) “employee employed in a bona fide professional capacity” means any
employee (1) whose primary duty consists of the performance of: (A) work requiring knowledge of an advanced type in
a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction and study,
as distinguished from a general academic education and from an apprenticeship, and from training in the performance
of routine mental, manual, or physical processes, or (B) work that is original and creative in character in a recognized
field of artistic endeavor, as opposed to work which can be produced by a person endowed with general manual or
intellectual ability and training, and the result of which depends primarily on the invention, imagination or talent of the
employee or (C) teaching, tutoring, instructing or lecturing in the activity of imparting knowledge while employed and
engaged in this activity as a teacher certified or recognized as such in the school system or educational establishment or
institution by which he is employed; and (2) whose work requires the consistent exercise of discretion and judgement in
its performance; and (3) whose work is predominantly intellectual and varied in character, as opposed to routine mental,
manual, mechanical or physical work, and is of such character that the output produced or the result accomplished cannot
be standardized in relation to a given period of time; and (4) who does not devote more than twenty percent of his hours
worked in the workweek to activities which are not an essential part of and necessarily incident to the work described in
subdivision (1) to (3), inclusive, of this section; and (5) who is compensated for his services on a salary or fee basis at a rate
of not less than four hundred dollars per week exclusive of board, lodging, or other facilities; provided this subdivision
shall not apply in the case of an employee who is the holder of a valid license or certificate permitting the practice of law
or medicine or any of their branches and who is actually engaged in the practice thereof, or in the case of an employee
who is the holder of the requisite academic degree for the general practice of medicine and is engaged in an internship or
resident program pursuant to the practice of medicine or any of its branches, or in the case of an employee employed and
engaged as a teacher as provided in subdivision (1) (C) of this section, and provided an employee who is compensated on
a salary or fee basis at a rate of not less than four hundred seventy‑five dollars per week exclusive of board, lodging
or other facilities, and whose primary duty consists of the performance either of work described in subdivision (1) (A) or
(C) of this section which includes work requiring the consistent exercise of discretion and judgement, or of work requiring
invention, imagination or talent in a recognized field of artistic endeavor, shall be deemed to meet all of the requirements
of this section.
(b) “Salary basis” [refer to Section 31‑60‑14.]
(c) “Fee basis” means the payment of an agreed sum for the accomplishment of a single task regardless of the time required
for its completion. A fee basis payment shall be permitted only for jobs which are unique in nature rather than for a series
of jobs which are repeated an indefinite number of times and for which payment on an identical basis is made over and
over again. Payment on a fee basis shall amount to a rate of not less than the rate set forth in subsection (a) of this section.
Thomas Wydra, Director
Wage and Workplace Standards Division
CONNECTICUT
DEPARTMENT
OF LABOR
Partner of the American
Job Center Network
SEXUAL HARASSMENT IS ILLEGAL
and is prohibited by
The Connecticut Discrimination Employment Practices Act, and
Title VII of the Civil Rights Act of 1964
Sexual harassment means: “Any unwelcome sexual advances or requests for sexual favors or any conduct of a
sexual nature when:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s
employment;
2. Submission to or rejection of such conduct by an individual is used as the basis for employment
decisions affecting such individual; or
3. Such conduct has the purpose or effect of substantially interfering with an individual’s work
performance or creating an intimidating, hostile or offensive working environment.”
Individuals who engage in acts of sexual harassment may be subject to civil and criminal penalties.
Examples of Sexual Harassment Remedies For Sexual Harassment
• Unwelcome sexual advances
• Suggestive or lewd remarks
• Unwanted hugs, touches, or kisses
• Requests for sexual favors
• Retaliation for complaining about sexual
harassment
• Derogatory or pornographic posters,
cartoons or drawings
• Cease and desist orders
• Back pay
• Compensatory damages
• Hiring, promotion or reinstatement
• Emotional distress damages
Connecticut law requires that a written complaint be filed with the Commission within 300 days of the date
the alleged harassment for events occurring on or after October 1, 2019. For harassment occurring before
October 1, 2019, complaints must be filed within 180 days of the harassment.
If you feel you have been discriminated against, contact the Connecticut Commission on
Human Rights and Opportunities at 860-541-3400, CT Toll Free 1-800-477-5737, or online
at www.ct.gov/CHRO
REV. 2/2020
NOTICE: This state has its own minimum wage law. Employers are also required to display the federal Employee Rights Under the Fair Labor Standards Act posting, which indicates the federal minimum wage. Where federal and state rates
both apply to an employee, the U.S. Department of Labor dictates that the employee is entitled to the higher minimum wage rate.
THIS NOTICE IS FOR INFORMATIONAL PURPOSES ONLY.
NOTICE: Employers must contact their local unemployment office or the state agency responsible for unemployment compensation to receive the official Unemployment Insurance posting. Employees should contact their local unemployment
office for information on how to claim unemployment benefits.
THIS NOTICE IS FOR INFORMATIONAL PURPOSES ONLY. IT DOES NOT FULFILL THIS STATE’S UNEMPLOYMENT INSURANCE POSTING REQUIREMENT.
pulling all‑nighters with health insurance questions?
Nothing is more important than your health. Under Connecticut law you have rights in health insurance − it’s important to know what they are.
The Office of the Healthcare Advocate can help you understand your rights and assist with appeals.
Learn more by contacting us: 866.HMO.4446 or ct.gov/oha.
There’s help. Call 1.866.HMO.4446
O H A
Office of the Healthcare Advocate
STATE OF CONNECTICUT
ct.gov/oha
A free service of the State of Connecticut.
Discrimination is Illegal
Connecticut law prohibits discrimination in:
EMPLOYMENT
On the basis of: age, ancestry, color, genetic information, learning disability, marital status, past or present history
of mental disability, intellectual disability, national origin, physical disability, race, religious creed, sex, including
pregnancy, sexual harassment, transgender status, gender identity or expression, sexual orientation or civil union
status, workplace hazards to reproductive systems, criminal record (in state employment and licensing), Veteran
status
In: recruiting, hiring, referring, classifying, promoting, advertising, discharging, training, laying off, compensating,
terms and conditions
By: employers, employment agencies, labor organization
HOUSING & PUBLIC ACCOMMODATIONS
On the basis of: age, ancestry, breastfeeding in a place of public accommodation, color, familial status (in housing),
lawful source of income, learning disability, marital status, mental disability, intellectual disability, national origin,
physical disability, race, religious creed, sex, transgender status, gender identity or expression, sexual orientation or
civil union status, use of a guide dog/training a guide dog, Veteran status
In: services rendered the public, rentals and sales of public and private housing
CREDIT TRANSACTIONS
On the basis of: age, ancestry, blindness, color, learning disability, marital status, intellectual disability, national
origin, physical disability, race, religious creed, sex, transgender status, gender identity or expression, sexual
orientation or civil union status, Veteran status
In: loans, mortgages, any credit transactions
If you believe you have experienced illegal discrimination, the CT Commission on Human Rights will investigate
without cost to you. It is illegal for anyone to retaliate against you for filing a complaint.
For assistance contact:
Connecticut Commission on Human Rights & Opportunities
Telephone TDD FAX
Southwest Region 350 Fairfield Avenue, Bridgeport, CT 06604 203‑579‑6246 203‑579‑6246 203‑579‑6950
West Capitol Region 55 West Main Street, Suite 210, Waterbury, CT 06702 203‑805‑6579 203‑805‑6579 203‑805‑6559
Capitol Region 450 Columbus Blvd Suite 2, Hartford, CT 06103 860‑566‑7710 860‑566‑7710 860‑566‑1997
Eastern Region 100 Broadway, Norwich, CT 06360 860‑886‑5703 860‑886‑5707 860‑886‑2550
Administrative Office 450 Columbus Blvd Suite 2, Hartford, CT 06103 860‑541‑3400 860‑541‑3459 860‑246‑5419
website: www.state.ct.us/chro
This notice provides general information about Connecticut law and is not to be considered an equivalent of the complete text.
The Workers’ Compensation Act (Connecticut General Statutes Chapter 568) requires your employer,
to provide benefits to you in case of injury or occupational disease in the course of employment.
Section 31‑294b of the Workers’ Compensation Act states “Any employee who has sustained an
injury in the course of his employment shall immediately report the injury to his employer, or
some person representing his employer. If the employee fails to report the injury immediately,
the commissioner may reduce the award of compensation proportionately to any prejudice that
he finds the employer has sustained by reason of the failure, provided the burden of proof with
respect to such prejudice shall rest upon the employer.”
An injury report by the employee is NOT an official written notice of claim for workers’
compensation benefits; the Workers’ Compensation Commission’s Form 30C is necessary to satisfy
this requirement.
NOTE: You must comply with P. A. 17-141 (see box) when filing a compensation claim.
The INSURANCE COMPANY or SELF‑INSURANCE ADMINISTRATOR is:
Name
address TelephoNe
CiTy/TowN sTaTe Zip Code
approved mediCal Care plaN q yes q No
The State of Connecticut Workers’ Compensation Commission office for this workplace is located
at:
address TelephoNe
CiTy/TowN sTaTe Zip Code
Public Act 17‑141 allows an employer the option to designate and post – “in the workplace
location where other labor law posters required by the Labor Department are prominently
displayed” and on the Workers’ Compensation Commission’s website [wcc.state.ct.us] – a
location where employees must file claims for compensation.
If your employer has listed a location below, you MUST file your compensation claim there.
When filing your claim, you are also required – by law – to send it by certified mail.
If blank below, ask your employer where to file your claim.
employer Name
address TelephoNe
CiTy/TowN sTaTe Zip Code
THIS NOTICE MUST BE IN TYPE OF NOT LESS THAN TEN POINT BOLD‑FACE AND POSTED IN A
CONSPICUOUS PLACE IN EACH PLACE OF EMPLOYMENT. FAILURE TO POST THIS NOTICE WILL SUBJECT
THE EMLOYER TO STATUTORY PENALTY (Section 31‑279 C.G.S.).
daTe posTed
Any questions as to your rights under the law or the obligations of the employer or insurance
company should be addressed to the employer, the insurance company, or the Workers’
Compensation Commission (1‑800‑223‑9675).
Notice to Employees
REV. 10/01/2017
NOTICE
Connecticut General Statutes §§ 31‑57r ‑ 31‑57w – Paid Sick Leave
Each employer with 50 or more employees based on the number of employees on its payroll for the week containing October 1, shall provide paid sick leave annually to each of its service workers in the state. The paid sick leave
shall accrue beginning January 1, 2012 for current employees, or for a service worker hired after January 1, 2012, beginning on the service worker’s date of employment.
Accrual
The accrual is at a rate of one hour of paid sick leave for each 40 hours worked by a service worker up to a
maximum of 40 hours per year (the employer shall choose any 365 day period used to calculate employee
benefits in order to administer paid sick leave).
• No service worker shall be entitled to use more than the maximum number of accrued hours.
Carry Over
Each service worker shall be entitled to carry over up to 40 unused accrued hours of paid sick leave from the
current year period to the following year period
Use of Paid Sick Leave
A service worker shall be entitled to the use of accrued paid sick leave upon the completion of the service
worker’s 680
th
hour of employment
• from January 1, 2012, for current service workers, or
• if hired after January 1, 2012, upon the completion of the service worker’s 680
th
hour of employment
from the date of hire, unless the employer agrees to an earlier date.
A service worker shall not be entitled to the use of accrued paid sick leave if such service worker did not work
an average of 10 or more hours a week for the employer in the most recent complete calendar quarter.
Pay
Each employer shall pay each service worker for paid sick leave at a pay rate equal to the greater of either
• the normal hourly wage for that service worker, or
• the minimum fair wage rate under section 31‑58 of the general statutes in effect for the pay period
during which the employee used paid sick leave.
Reasons for Use of Leave
A service worker may use paid sick leave for his or her own:
• illness, injury or health condition;
• the medical diagnosis, care or treatment of his or her mental illness or physical illness, injury or health
condition; or
• preventative medical care.
A service worker may use paid sick leave for a child’s or spouse’s:
• illness, injury or health condition; the medical diagnosis,
• care or treatment of a mental or physical illness, injury or health condition; or
• preventative medical care
A service worker may use paid sick leave if the service worker is a victim of family violence or sexual assault:
• for medical care or psychological or other counseling for physical or psychological injury or disability;
• to obtain services from a victim services organization;
• to relocate due to such family violence or sexual assault;
• to participate in any civil or criminal proceedings related to or resulting from such family violence or
sexual assault.
Notice
If leave is foreseeable, the employer may require advance notice.
If leave is unforeseeable, the employer may require notice as soon as practicable.
Reasonable Documentation
Documentation for paid sick leave of 3 or more consecutive work days may be required
• documentation signed by a health care provider who is treating the service worker or the service
worker’s child or spouse indicating the need for the number of days of such leave shall be considered
reasonable documentation.
• a court record or documentation signed by a service worker or volunteer working for a victim services
organization, an attorney, a police officer or other counselor involved with the service worker shall be
considered reasonable documentation for a victim of family violence or sexual assault.
Prohibition of Retaliation or Discrimination
No employer shall take retaliatory personnel action or discriminate against an employee because the
employee:
• requests or uses paid sick leave either in accordance with the act; or
• in accordance with the employer’s own paid sick leave policy, as the case may be; or
• files a complaint with the Labor Commissioner alleging the employer’s violation of the act
Collective Bargaining
Nothing in the act shall diminish any rights provided to any employee or service worker under a collective
bargaining agreement, or preempt or override the terms of any collective bargaining agreement effective prior
to January 1, 2012.
Complaint Process
Any employee aggrieved by a violation of the provisions of the act may file a complaint with the Labor
Commissioner. Upon receipt of any such complaint, said Commissioner may hold a hearing. After a hearing, the
Commissioner may assess a civil penalty or award other relief.
This is not the complete Paid Sick Leave law. Please contact your Human Resources
office for additional information.
Effective 1/1/15
REV. 01/01/2015
NOTICE
TO THE EMPLOYEES OF
In accordance with §31‑48d of the Connecticut General Statutes, this will serve as notice that this employer
may engage in the following types of Electronic Monitoring of employees’ activities or communications;
TelephoNe
Camera (iNCludiNg hiddeN Cameras)
CompuTer
radio
wire
eleCTromagNeTiC
phoToeleCTroNiC
phoTo-opTiCal
oTher
if you have aNy quesTioNs regardiNg This NoTiCe, CoNTaCT
for addiTioNal iNformaTioN. (CompaNy represeNTaTive)
Sec. 31‑48d. Employers engaged in electronic monitoring required to give prior notice to
employees.Exceptions. Civil penalty. (a) As used in this section:
(1) “Employer” means any person, firm or corporation, including the state and any political subdivision of
the state which has employees;
(2) “Employee” means any person who performs services for an employer in a business of the employer,
if the employer has the right to control and direct the person as to (A) the result to be accomplished by the
services, and (B)the details and means by which such result is accomplished; and
(3) “Electronic monitoring” means the collection of information on an employer’s premises concerning
employees’ activities or communications by any means other than direct observation, including the use of a
computer, telephone, wire, radio, camera, electromagnetic, photoelectronic or photo‑optical systems, but not
including the collection of information (A) for security purposes in common areas of the employer’s premises
which are held out for use by the public, or (B) which is prohibited under state or federal law.
(b) (1) Except as provided in subdivision (2) of this subsection, each employer who engages in any type
of electronic monitoring shall give prior written notice to all employees who may be affected, informing them
of the types of monitoring which may occur. Each employer shall post, in a conspicuous place which is readily
available for viewing by its employees, a notice concerning the types of electronic monitoring which the
employer may engage in. Such posting shall constitute such prior written notice.
(2) When (A) an employer has reasonable grounds to believe that employees are engaged in conduct
which (i) violates the law,(ii) violates the legal rights of the employer or the employer’s employees, or
(iii) creates a hostile workplace environment, and (B) electronic monitoring may produce evidence of this
misconduct, the employer may conduct monitoring without giving prior written notice.
(c) The Labor Commissioner may levy a civil penalty against any person that the commissioner finds to
be in violation of subsection (b) of this section, after a hearing conducted in accordance with sections 4‑176e
to 4‑184, inclusive. The maximum civil penalty shall be five hundred dollars for the first offense, one thousand
dollars for the second offense and three thousand dollars for the third and each subsequent offense.
(d) The provisions of this section shall not apply to a criminal investigation. Any information obtained in
the course of a criminal investigation through the use of electronic monitoring may be used in a disciplinary
proceeding against an employee.
The Connecticut Department of Labor, Wage & Workplace Standards Division
200 Folly Brook Boulevard • Wethersfield, CT 06109‑1114
(P.A.98‑142.)
Continued...
Connecticut Wage & Workplace Administrative Regulations Continued...
NOTICE
Connecticut General Statutes §§ 46a‑60(a), (b)(7), (d)(1)
Pregnancy Discrimination and Accommodation in the Workplace
Covered Employers
Each employer with more than 3 employees must comply with these anti‑discrimination and reasonable
accommodation laws related to an employee or job applicant’s pregnancy, childbirth or related conditions,
including lactation.
Prohibition of Discrimination
No employer may discriminate against an employee or job applicant because of her pregnancy, childbirth or
other related conditions (e.g., breastfeeding or expressing milk at work).
Prohibited discriminatory conduct includes:
• Terminating employment because of pregnancy, childbirth or related condition
• Denying reasonable leave of absence for disability due to pregnancy (e.g., doctor prescribed bed rest
during 6‑8 week recovery period after birth)*
• Denying disability or leave benefits accrued under plans maintained by the employer
• Failing to reinstate employee to original job or equivalent position after leave
• Limiting, segregating or classifying the employee in a way that would deprive her of employment
opportunities
• Discriminating against her in the terms or conditions of employment
*Note: There is no requirement that the employee be employed for a certain length of time prior to being
granted job protected leave of absence under this law.
Reasonable Accommodation
An employer must provide a reasonable accommodation to an employee or job applicant due to her
pregnancy, childbirth or needing to breastfeed or express milk at work.
Reasonable accommodations include, but are not limited to:
• Being permitted to sit while working
• More frequent or longer breaks
• Periodic rest
• Assistance with manual labor
• Job restructuring
• Light duty assignments
• Modified work schedules
• Temporary transfers to less strenuous or less hazardous work
• Time off to recover from childbirth (prescribed by a Doctor, typically 6‑8 weeks
• Break time and appropriate facilities (not a bathroom) for expressing milk
Denial of Reasonable Accommodation
No employer may discriminate against employee or job applicant by denying a reasonable accommodation
due to pregnancy.
Prohibited discriminatory conduct includes:
• Failing to make reasonable accommodation (and is not an undue hardship)**
• Denying job opportunities to employee or job applicant because of request for reasonable
accommodation
• Forcing employee or job applicant to accept a reasonable accommodation when she has no known
limitation related to pregnancy or the accommodation is not required to perform the essential duties
of job
• Requiring employee to take a leave of absence where a reasonable accommodation could have been
made instead
** Note: To demonstrate an undue hardship, the employer must show that the accommodation would require
a significant difficulty or expense in light of its circumstances.
Prohibition of Retaliation
Employers are prohibited from retaliating against an employee because of a request for reasonable
accommodation.
Notice Requirements
Employers must post or provide this notice to all existing employees by January 28, 2018; to an existing
employee within 10 days after she notifies the employer of her pregnancy or related conditions; and to new
employees upon commencing employment.
Complaint Process
CHRO
Any employee aggrieved by a violation of these statutes may file a complaint with the Connecticut Commission
on Human Rights and Opportunities (CHRO). Complainants have 180 days from the date of the alleged act of
discrimination, or from the time that you reasonably became aware of the discrimination, in which to file a
complaint. It is illegal for anyone to retaliate against you for filing a complaint.
CHRO main number: 860‑541‑3400
CHRO website: www.ct.gov/chro/site/default.asp
CHRO link “How to File a Discrimination Complaint”:
http://www.ct.gov/chro/taxonomy/v4_taxonomy.asp? DLN=45570&chroNav=|45570|
DOL
Additionally, women who are denied the right to breastfeed or express milk at work, or are discriminated or
retaliated against for doing so, may also file a complaint with the Connecticut Department of Labor (DOL).
DOL phone number: 860‑263‑6791
DOL complaint form:
For English:
http://www.ctdol.state.ct.us/wgwkstnd/forms/DOL‑80%20fillable.doc
For Spanish:
http://www.ctdol.state.ct.us/wgwkstnd/forms/DOL‑80S%20fillable‑Spa.doc
Workers’ Compensation Commission
Commission on Human Rights and Opportunities
Promoting Equality and Justice for all People
Administrative
Regulations
Discrimination
Paid Sick Leave
Electronic
Monitoring
Workers’ Comp.
Sexual Harassment
Pregnancy Rights
Health Insurance
