KemLaw

Like many states, Connecticut can be a challenging place to do business. We thought it might be helpful to review the top six questions the CT Department of Labor (DOL) receives from employers about wage payment laws – and their answers.

1. When is an employer required to pay overtime?

DOL response: After 40 hours of actual work by any hourly paid employee in the same work week, calculated at one and one-half times the employee’s regular rate of pay.

2. Is an employee due overtime after working 8 hours in a day, or on a Sunday, or on a holiday?

DOL response: No, unless by employment agreement.

3. Does paying an employee by salary exempt them from overtime and record-keeping requirements?

DOL response: No, the employee must meet the definition of an executive, administrative, or professional employee as defined by DOL regulations based on their duties and the amount of salary they are paid.

4. Is an employer required to provide a break for their employees?

DOL response: Connecticut state law does not require an employer to provide a break to any employee except as stated in question #5.

5. Is the employer required to provide a meal period?

DOL response: The employer must provide a meal period of at least 30 consecutive minutes if a non-exempt 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:

1. complying with this requirement would endanger public safety;
   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.

6. Does an employer have to provide vacation or holiday pay?

DOL response: No. These are fringe benefits provided at the discretion of the employer. They are not required by law.

Managing a workforce is a challenge in every sense of the word. The attorneys at Kainen, Escalera & McHale each have over 20 years of experience in these employment matters and would be pleased to help you if you have questions regarding the law. Please contact us if we can help.

The information provided above is made available by Kainen, Escalera & McHale, P.C. for educational purposes only. It is not intended to provide specific legal advice to your individual circumstances or legal questions. You acknowledge that neither your reading of, nor posting on, this site establishes an attorney-client relationship between you and our law firm, or any of the attorneys in our firm. This information should not be used as a substitute for seeking competent legal advice from a licensed professional attorney in your state nor is it provided for the specific purpose of soliciting your business on any particular matter. Readers of this information should not act upon anything communicated in it without seeking professional counsel.