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Return to HR Issues & Laws
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Wage and Hour
* Links followed by an asterisk are password protected and accessible to CBIA
Members. For information on joining CBIA, click here.
In this area, you can find information on various wage
and hour topics. Click on the underlined topic(s) below for details:
General Information
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Employee vs. independent contractor: The Internal Revenue Service's fact sheet reminding businesses to make sure workers are classified properly so that all tax obligations are met.
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Comparison
of federal FLSA and CT Department of Labor’s “white
collar” exemption and overtime regulations.
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Overview
of Connecticut's
Wage Payment Laws Information on when employees are to
be paid, payment of wages upon termination of employment, deductions
from wages, and a summary of information to be provided at the
time of hire.
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Basic
Info on Connecticut's Wage & Hour Laws (CT Dept. Of Labor) This
link to the Conn. Dept. of Labor includes employer's frequently
asked questions.
Handy
Reference Guide to Federal Wage & Hour Laws The federal
Fair Labor Standards Act (FLSA) establishes minimum wage, overtime
pay, record keeping, and child labor standards affecting full-time
and part-time workers in the private sector and in Federal, State,
and local governments. This guide, published by the U.S. Dept.
of Labor, provides an overview of the federal laws.
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FLSA
Advisor Provides employers and employees with the information
they need to understand federal minimum wage, overtime, child
labor and record keeping requirements; includes FAQs.
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Wage & Hour
FAQs*
- Article: Supreme Court sides with IRS on cash tips
- Article: Sales commission
agreement can allow deductions for "unidentified" returns
- Article: Employer's
right to withhold disputed portion of a wage applies only to the most
recent pay period
Minimum Wage, Overtime, Breaks & Travel Time
Classification
of Employees
Many employers are under the mistaken impression that simply paying
an employee on a salary basis makes that employee exempt from minimum
wage and overtime requirements. Salary is only one part of the determination.
In order to be exempt, the employee in question must also perform exempt
duties.
Employment
of Minors
Prevailing
Wage Laws
Connecticut's prevailing wage law applies to each contract for the
construction, remodeling, refinishing, refurbishing, rehabilitation,
alteration, or repair of any public works project by the State or its
agents, or by any political subdivision of the State. It requires covered
employers to pay a prevailing rate, consisting of a base rate and a fringe
benefit rate which may be paid in cash or benefits, to covered employees.
In addition, a 1999 law (Public
Act 99-142) set standard wage rates for certain service workers.
On and after July 1, 2000, each contract or agreement with the state
or any state agent for the provision of food, building, property, or
equipment services will have standard wage rates determined by the
Labor Commissioner. In general, the rates affect only those contracts
or agreements of more than $49,999.00 per year. However, any employer
that pays the state for a franchise to provide food preparation or
service must pay the standard wage rates regardless of the value of
the contract or agreement.
For more information on the standard wage rates for service
workers click here.
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