CT laws you didn't know existed

This is Part 6 in a 6-part series on Connecticut Employment Laws You Didn’t Know Existed.

Connecticut’s electronic monitoring law requires public and private employers to give prior notice to employees if their activities will be electronically monitored.  Electronic monitoring may take some unexpected forms.  For example, your computer systems likely log all Internet activity

This is Part 5 in a 6-part series on Connecticut Employment Laws You Didn’t Know Existed.

While not an “employment law” per se, Connecticut requires any private individual or company to take certain precautions to safeguard Social Security numbers and other private information.  Violations of these laws are punishable by fines, civil penalties, and even

This is Part 4 in a 6-part series on Connecticut Employment Laws You Didn’t Know Existed.

Have you issued discipline, fired an employee, or even given a written performance evaluation since October 1, 2013?  If so, you most likely violated a new provision in Connecticut’s Personnel File statute, which applies to private-sector employers.  The new

This is Part 3 in a 6-part series on Connecticut Employment Laws You Didn’t Know Existed.

Any time you are having employees pay you – whether through a payroll deduction or by having the employee pay you directly – you are walking into a legal minefield.  Deductions are typically allowed only when there is some

This is Part 2 in a 6-part series on Connecticut Employment Laws You Didn’t Know Existed

Many employers are unaware of a Connecticut employment law essentially requiring offer letters.  Employers must, at the time of hiring, advise employees as to their rate of pay, hours of employment, and wage payment schedule.  The statute also requires

This is Part 1 in a 6-part series on Connecticut Employment Laws You Didn’t Know Existed.

Do you pay your employees at least weekly?  If you answered no, you are in good company.  Bi-weekly pay (paying employees every two weeks) is probably the most common choice of pay frequency.  However, a quirky feature of Connecticut’s wage payment statute makes weekly payment the default rule.  For most employers, the only way to pay less frequently than once a week is to obtain permission from the Commissioner of Labor.

Fortunately, it is very easy to request permission to pay bi-weekly.  Employers can simply fill out the form available at http://www.ctdol.state.ct.us/wgwkstnd/forms/paywaiver.htm, and within a few weeks, the Connecticut Department of Labor will respond.  The request is almost always granted.  This form can only be used by employers requesting permission to pay bi-weekly.  Employers that wish to pay less frequently (e.g. semi-monthly or monthly) can send a letter to the Connecticut Department of Labor’s Wage and Workplace Standards division stating the reason for the request.  However, such requests are less likely to be granted.  Paying less frequently than monthly is not permitted.


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