Salaried employees are employees who receive a set amount of compensation at regular intervals, such as weekly or biweekly.
These employees are subject to specific laws and regulations that dictate their rights and responsibilities, as well as those of their employers.
This article will provide an overview of the relevant laws and regulations applicable to salaried employees in Connecticut. It will cover topics such as pay, break and leave entitlements, and the classification of employees as exempt or non-exempt.
This article covers:
- Payment of Wages for Salaried Employees in Connecticut (CT)
- Deductions from Exempt Employees Salary in Connecticut
- Time Tracking of Salaried Employees Hours in Connecticut
- Termination of Employment for Salaried Employees in Connecticut
- Break Entitlements for Salaried Employees in Connecticut
- Salaried Employees Eligibility for Overtime for Connecticut
- Minimum Wage Entitlements for Salaried Employees in Connecticut
- Leave Entitlements for Salaried Employees in Connecticut
Connecticut (CT) employers are required to pay their employees on a weekly basis, according to state regulations.
This includes payments being made on the preceding day if the regular payday falls on a non-working day.
However, there are some exceptions to this rule for employees of private and parochial schools, state-aided institutions, and those with signed collective bargaining agreements.
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, cash shortages, or necessary uniform or equipment costs.
Salaried workers are remunerated with a fixed salary, regardless of the hours they work, which spares them from the necessity of monitoring working hours and allows them to concentrate on completing tasks within reasonable timeframes. Nevertheless, it can be advantageous to maintain records and timesheets of hours in situations like unplanned leaves, vacations, holidays, and sick days.
Additionally, it can hold importance to track payroll hours and adhere to overtime hour regulations (if relevant based on company rules). While not mandatory, these records provide valuable information for salaried employees in terms of tracking time off and compensation.
Discover more about salaried and hourly employees’ time tracking in the US.
Like many other states in the US, Connecticut has an “employment-at-will” policy, meaning employers can terminate a worker’s employment at any time with no legal consequences, except in cases of discriminatory firing.
Employees also have the right to leave a job for any reason without penalty.
In terms of final pay, all workers are entitled to receive their wages and benefits upon termination, with employers required to provide paychecks no later than the next business day if terminating an employee.
Those who quit will receive their pay on the next regular payday.
CT law requires employers to provide their employees with a 30-minute meal break after working for 7.5 hours consecutively.
When it comes to breaks for rest, it’s important to note that offering rest breaks is not mandatory for employers in Connecticut.
If only one employee can perform essential work, or if taking a break would pose a threat to public safety, then employers aren’t required to offer a break.
Additionally, if the work requires employees to be readily available for urgent matters, they may not be entitled to a break – but they should be compensated for their time.
This also applies to shifts with up to 5 employees in certain locations.
Unlike other US states where certain salaried employees are exempt from overtime, Connecticut overtime exemptions are based on the employment category.
As such, salaried employees are entitled to overtime in Connecticut. When calculating said overtime, there are different methods depending on the employee’s salary and regular hours worked.
If the employee works less than 40 regular hours in a week, the employer should add the regular rate for each hour up to 40, and then pay time and a half for any hours worked beyond 40.
If the employee works exactly 40 regular hours, the employer should pay time and a half for any hours worked over 40.
For salaried employees, the regular rate is determined by dividing the salary by the number of hours the salary is intended to compensate.
High-salaried employees in Connecticut earning over $375 per week are not eligible for minimum wage requirements.
CT minimum wage as of 2024 is $14/hr, but this will be increased at the beginning of 2024 to $15/hr.
Connecticut employers are subject to specific requirements regarding leave entitlements for their employees. Mandatory leave provisions in Connecticut include paid sick leave, jury duty leave with regular compensation for the first five days, voting time leave of two hours for state and federal elections, domestic violence and sexual assault leave with an expanded definition of “family member,” emergency response leave for volunteer firefighters and emergency responders, organ and bone donation leave, and military leave with paid time off and protection for service members and their families.
Bereavement leave, vacation leave, and holiday leave are not legally required for employers in Connecticut.
Learn more about Connecticut Labor Laws through our detailed guide.
Important Cautionary Note
When making this guide we have tried to make it accurate but we do not give any guarantee that the information provided is correct or up-to-date. We therefore strongly advise you seek advice from qualified professionals before acting on any information provided in this guide. We do not accept any liability for any damages or risks incurred for use of this guide.