Compliance Watch:

What are my rights as a salaried employee in Connecticut?

In Connecticut, a salaried worker is an individual who receives a predetermined and fixed amount of compensation from their employer at regular intervals. Connecticut labor laws require employers to adhere to a specific payday schedule, whether it be weekly, biweekly, or monthly, irrespective of the hours worked by the employee. 

Salaried employment in Connecticut can be categorized into two groups based on eligibility for overtime pay. The first category consists of salaried employees with exempt status. Individuals in this group do not qualify for overtime pay, and their compensation remains consistent even if they work beyond the threshold for overtime hours. This category typically includes professionals, executives, and administrative personnel. In contrast, non-exempt employees in Connecticut are entitled to receive overtime compensation for all hours worked in excess of 40 hours during a work week.

To learn more about Connecticut Labor Laws,  you can access our guides on your rights as an hourly employee in Connecticut and Connecticut salaried employees laws.

• Connecticut prioritizes workplace safety, going beyond federal law to protect employees.
• Employers must offer training, education, and support to prevent work-related injuries and illnesses.
• The state aligns with federal regulations, conducts inspections at construction sites, and responds to worker complaints or safety concerns.
• Whistleblower Protection Laws safeguard employees from discrimination or retaliation when exercising their rights.
• Grounds for protection include speaking on public matters, reporting law violations, addressing workplace discrimination, and participating in investigations.
• Background checks are not mandated but are subject to Fair Credit Reporting Act regulations, especially in specific professions.
• Employers cannot request personal social media information from employees, except in ongoing investigations.
• Employee monitoring is restricted in personal workplace areas unless agreed upon by both parties.
• Employers can request drug/alcohol tests with valid concerns, especially in high-risk positions.
• Sexual harassment training is mandatory for employers with three or more employees.
• The Consolidated Omnibus Budget Reconciliation Act (COBRA) laws ensure healthcare coverage post-termination, with different rules based on insurance type and employer size.
• Employers must maintain employee records for three years, including personal and wage information, and underage workforce certificates.

In Connecticut, it’s essential to understand that not all salaried workers are exempt from overtime. Exemption status for salaried employees is determined based on federal guidelines:

• Professionals: These individuals have gained advanced knowledge and expertise through years of experience, which they utilize to oversee various departments within their organization.
• Executives: Executives also possess advanced knowledge and expertise, and they hold the authority to make decisions about hiring and firing employees.
• Computer Employees: This group includes roles like software engineers, computer programmers, and analysts.
• Administrative Employees: Individuals in positions related to accounting, quality control, human resources, personnel management, or labor relations are categorized here.

To learn about overtime laws, in details, check out our guide on Connecticut overtime laws.

No. Employers in Connecticut are prohibited from deducting wages from an employee’s wages other than for items that are specifically allowed and required by federal law and state law.

In Connecticut, there are no state-mandated regulations regarding breaks for regular employees. However, salaried employees are provided with a range of leave entitlements. Connecticut employers must adhere to distinct regulations governing their employees’ entitlement to leave.

Leave provisions for employees include various categories, including paid sick leave, jury duty leave with full compensation for the initial five days, two hours of voting time for state and federal elections, leave related to domestic violence and sexual assault, emergency response leave for volunteer firefighters, and emergency responders, as well as leave for organ and bone donation.

Additionally, military leave is mandated, which includes paid time off and laws that protect service members and their families. However, leave provisions for bereavement leave, vacation leave, and holiday leave are not legally mandated for employers in Connecticut.

A flexible work arrangement refers to any work schedule that deviates from the standard 40-hour workweek. In Connecticut, where labor regulations conform to the Fair Labor Standards Act (FLSA), which does not specifically outline flexible work arrangements, individuals might not be mandated to strictly adhere to the traditional 9-to-5 work schedule.

Connecticut has provisions that accommodate flexible work arrangements. Both employees and employers within the state possess the opportunity to mutually negotiate alternative work schedules. This could encompass the adoption of a compressed work week, permitting employees to work fewer days while still meeting the 40-hour weekly requirement. Moreover, they have the option to explore flex-time arrangements, allowing employees to establish their own schedules, provided that they fulfill the 40-hour weekly commitment.

An exempt worker in Connecticut is an individual who doesn’t qualify for overtime pay when they work more than 40 hours per week. This applies to those who earn a minimum of $684 weekly or $35,568 annually in specific job roles like executive, administrative, professional, computer-related, or outside sales positions, as outlined in the Fair Labor Standards Act (FLSA).

Exempt employees don’t receive overtime compensation, even if they exceed the 40-hour work week. Having a solid grasp of the FLSA and Connecticut labor laws is essential for compliance, as incorrectly categorizing employees can lead to wage disputes and legal repercussions.

To determine whether you qualify as exempt or non-exempt in Connecticut, you can apply the following test to determine your exemption status:

• Salary Level Test: If your annual salary exceeds $35,568 (equivalent to $684 per week), you may be eligible for exempt classification.
• Salary Basis Test: If you receive a guaranteed minimum compensation, regardless of the actual hours worked, you may qualify for exempt status.
• Duties Test: In addition to meeting the requirements of the first two tests, you must also perform job duties falling under exempt categories. These duties include executive responsibilities, which involve supervising two or more employees as a regular part of your job; professional duties, which entail engaging in intellectual activities requiring specialized education and the exercise of discretion and judgment; and administrative duties, which involve carrying out supportive tasks related to significant matters, demanding discretion and judgment.

The above criteria is established by the Fair Labor Standards Act (FLSA).

As of January 1, 2024, the state’s minimum wage will be tied to the federal employment cost index at $15.69 per hour. Minors under 18 can be paid 85% of the regular minimum wage during their first 90 days of employment.

In Connecticut, when a non-exempt salaried employee works more than 40 hours in a single work week, they’ll receive an overtime pay at a rate of one and a half times their usual wage. Get informed about how overtime regulations could affect you by checking out What are my overtime rights in Connecticut?

Deductions from payroll can only be made if the employee has signed the official form issued by the Connecticut Department of Labor, and only in specific cases such as damaged or lost property.

Connecticut state legislation offers various advantages and safeguards to its employees, ensuring their welfare and rights are upheld. These include:

• Minimum Wage: Connecticut’s minimum wage is $15.69, exceeding the federal minimum.
• Overtime Pay: Eligible employees receive 1.5 times their regular wage for hours worked beyond 40 in a week.
• Paid Sick Leave: Paid sick leave is provided, with accrual rates based on business size.
• Workers’ Compensation: Employees with work-related injuries or illnesses receive medical benefits and wage replacement, including retraining for permanent disabilities.
• Unemployment Insurance: Financial support is available to those whose previous employers paid unemployment tax.
• Protection Against Discrimination: There are existing laws that guard against discrimination on various grounds.
• Family and Medical Leave: FMLA offers up to 12 weeks of job-protected, unpaid leave for specific reasons.
• Whistleblower Protection: Legal safeguards protect employees reporting workplace misconduct.

Connecticut’s Wage and Workplace Standards Division investigates labor law violations within employee-employer relationships but lacks authority for issues like wrongful termination, discrimination, unemployment, business expenses, and taxes. They can only investigate unpaid wages within a two-year timeframe from the complaint submission, as per Connecticut General Statute. For wage related issues, you can file a wage complaint with the Connecticut Department of Labor.