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Connecticut Printable Free General Labor Law Poster Posters Connecticut Wage & Workplace Administrative Regulations Poster Mandatory

The Connecticut Wage & Workplace Administrative Regulations is a Connecticut general labor law poster poster provided for businesses by the Connecticut Department Of Labor. This is a required poster for all Connecticut employers, and any business that fails to post this notification may be subject to penalties or fines.

This mandatory poster is a highly detailed list of the legal guidelines and regulations from Connecticut's Department of Labor. It includes overall definitions for legal terms, wages, travel time codes, hours, records, and deductions. Child labor laws are also included.

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DOL	-75 (Re	v. 12//	23)                                                                               	 These	 Administrative Regulations must be posted and maintained wherever workers covered by this	 Act are employed.	 	0024	-075	-01 	
 	
CONNECTICUT	 DE	P	A	R	TMENT	 OF	 LABOR	 	
  	
W	AGE	 AND	 WORKPLACE S	T	ANDARDS DIVISION	 	
 
Sec	. 31-60-1.     	Piec	e rate	s in relatio	n to time 	r a t e	s 	or i n c e n t i v	e 	pa	y 	p l a n s	, i n c l u d i n	g 	commissions and bonuses.	 	 (a) Definitions	. For  the  purposes  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 th	e 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  wag	es  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  fair  wage established 	by subsection  (j)  of  section  31	-58  of 	the	 Connecticut	 General  Statutes	 for  each  hour 	worked  in  any  week,  and  the  wage  paid  to  such employee  shall  be  not  less  than  the  minimum  fair wage established by	 subsection (j) of section 31	-58 of 	the	 Connecticut	 Gener	al  Statutes	 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  fair  wage established  by	 subsection  (j)	 of  section  31	-58  of 	the	 Connecticut	 General  Statutes	 and  his  earnings 	from  piece  rates shall  average  at least the minimum fair wage established by	 subsection (j) of section 31	-	58 of the	 Connecticut	 General Statutes	 for each hour 	worked  on  piece  rate  for  t	hat  work  week,  and  the 	wage  paid  to  such  employee  shall  be  not  less  than the  minimum  fair  wage  established  by	 subsection  (j) 	of  section  31	-58  of  the	 Connecticut	 General 	Statutes	 for  each  hour  worked.  (3)  When  an 	employee is employed at a combination of hou	rly 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  fair  wage  establis	hed 	by subsection  (j)  of  section  31	-58  of 	the	 Connecticut	 General  Statutes	 an  hour  for  each 	hour worked in any week and the wage paid to such employee  shall  be  not  less  than  the  minimum  fair wage established by	 subsection (j) of section 31	-58 of 	the	 Connec	ticut	 General  Statutes	 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 fair wage established by	 subsection (j) of section 31	-	58  of  the	 Conne	cticut	 General  Statutes	 per  hour  for 	each  hour  worked.  (2)  When  an  employee is  paid  in accordance  with  a  finding  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  minimu	m  fair  wage  established 	by subsection  (j)  of  section  31	-58  of 	the	 Connecticut	 General  Statutes	 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 par	t on the basis 	of an incentive plan other than those defined herein, the  employee  shall  receive  weekly  at  least  the minimum  fair  wage  established  by	 subsection  (j)  of 	section  31	-58  of  the	 Connecticut	 General 	Statutes	 per  hour  for  each  hour  worked  in  the  wo	rk 	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  section,  “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 par	t of the minimum fair wage shall be recorded on 	a  daily,  weekly,  or  bi	-weekly  basis  in  a  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 s	hall 	provide  substantial  evidence  that  not  less  than  the amount  claimed,  which  shall  not  exceed  the allowance  hereinafter  provided,  was  received  by  the employee.	  	  For example, an attestation or statement in electronic or  written  format  demonstrating  that	 wages  received 	by the service employee, including gratuities, together with  other  authorized  allowances,  represents  a payment  of  not  less  than  the  minimum  fair  wage established  by	 subsection  (j)  of  section  31	-58  of 	the	 Connecticut	 General  Statutes	 per  hou	r  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.	 Such 	attestation,  stat	ement,  or  substantial  evidence  shall 	satisfy the requirements of subdivisions (2) and (3) of this section.	 	 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, gratuit	ies 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  resta	urant,  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  p	er  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 gratui	ties, 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 forty	-five cents 	for  a  light  meal,  lodging,  appa	rel  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  w	age  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 board  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  earnin	g 	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  1	6  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  em	ployment,  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 per cent of the minimum	 fair 	wage for the first ninety days of such employment,	 or 	ten  dollars  and  ten  cents  per  hour,  whichever  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  prio	r 	employment,  supple	mented  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  recor	d  shall  be  in  complete 	compliance	 with the requirements of section 31	-66 of 	the genera	l 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.	 	 [Unde	r this regulation	, apprentice	s dul	y 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. A p p a r e l	 	 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 	includ	e article	s of clothin	g purchase	d by the employee 	or clothin	g usuall	y require	d for health	, comfort 	or convenienc	e of the employee	.  An allowance 	(deduction	) not to excee	d $1.5	0 per wee	k or the actual 	cost	, whicheve	r is lowe	r, ma	y be permitte	d to appl	y as 	part	 of the	 minimum	 fair	 wage	 for the	 maintenance	 of 	wearing	 apparel	 or for the	 laundering	 and	 cleaning	 of 	is not specificall	y require	d by his employe	r to be 	subject	 to call	 but	 is contacted	 by his	 employer	 or on 	the	 employe	r’s authorization	 directly	 or indirectly	 and 	assigned	 to dut	y, working	 time	 shall	 begin	 when	 the 	employee	 is notified	 of his	 assignment	 and	 shall	 end 	when	 the employee	 has	 completed his	 assignment.	 	 Sec. 31	-60-10.  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 retu	rn 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  wo	rking	 	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, t	ravel 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 purpos	e 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  permit	ted  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 purpos	e of this regulation	, “tru	e 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 hourl	y, daily	 or weekly	 basic	 wage; 	(6)  	 his	 overtime wage	 as a separate item from	 	his	 basic	 wage;	 	(7)   	 addition	s to or deduction	s from his wages 	each	 pay	 	period;	 	(8)  	 his	 total wages	 paid	 each	 pay	 period;	 	(9)     	s uc	h o t he	r r ec o r d	s as are s ti p ul at e	d in 	accordance	 with 	 sections	 31-60-1 through	 	31-60-16;	 	(10) 	work in	g c ertific ate	s for mino	r employ ees 	(s ix tee	n to eightee	n y ears )	.     	True and 	accurate	 	records shall	 be maintained	 and retained	 at the	 place 	of employment	 for a  period	 of  3	 years	 for  each	 	employee.	 	 (b) Th	e labo	r c ommissione	r ma	y authoriz	e the 	mainte nanc	e of wa g	e rec o rd	s 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) 	work	s an undu	e hards hi	p on the employ er 	without  materially 	benefiting  the  inspection 	procedures	 of the labor	 department, or	 	(2) is not prac tic a	l for enforc e men	t purp os es .	 	Wher	e permissio	n is grante	d to maintai	n wag	e 	record	s at othe	r tha	n the plac	e of 	employment	, a 	recor	d of tota	l dail	y and 	weekl	y hour	s worke	d by eac	h 	employe	e shall 	als	o be availabl	e for inspectio	n 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 ho	me 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 depar	tment 	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 subdivis	ions	 (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  b	asis  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 sectio	n 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  e	ach  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  be	en 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 on	ly 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 i	f 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  deducti	ons	 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 fu	ll 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 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  (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  occasio	ned  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  medi	cal  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	 pay	ment 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	 	assist	s  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  inc	ludes  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	 	wh	ich  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	-60-16.    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 physica	l 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 permitt	ing 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  int	ernship  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 sa	lary 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  secti	on  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) “S	alary 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 	subs	ection	 (a) of this section.	 	
 	
MINIMUM WAGE:	 	
Minimum wage is annually indexed 
each year, effective Jan 1.	 	
 
$15	.69	 per hour effective 1	-1-2024	 	
through 12	-31	-2024	 	
(P.A. 19	-4)	 	
 
 
O V E R T I M	 E    	 -    	 O N E   	 A N D 	
O N E - H A L F    	 T I M	 E S    	 T H E 	
EMPLOYEE	S 	REGULA	R 	RATE 	OF 	
PAY AFTER	 40	 HOURS	 PER	 WEEK. 	
FOR	 EXCEPTIONS	 - SEE	 SECTION	 	
31	-76i OF	 THE CONNECTICUT 	
GENERAL	 STA	TUTES.	 	
    
 
MINORS  UNDER  18	 YEARS  OF	 AGE 	
EMPLOYED  BY	 THE  S	TA	TE  OR  POLITICAL 	
SUBDIVISION	 THEREOF M	AY BE	 PAID 85% 	
OF	 THE	 APPLICABLE MINIMUM 	WAGE.	 	    
 
MINORS  UNDER  18	 YEARS  OF	 AGE	 	
EMPLOYED IN	 AGRICU	LTURE M	AY BE 	PAID	 	
85% OF	 THE	 APPLICABLE	 MINIMUM 	WAGE. 	
MINORS  EMPLOYED	 BY	 AGRICU	LTURAL 	
EMPLOYERS  WHO  DID  NO	T,  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

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