Connecticut Holiday Schedule for Personnel or Employee Manual or Handbook
Description
How to fill out Holiday Schedule For Personnel Or Employee Manual Or Handbook?
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FAQ
In Connecticut, 32 hours may be considered full-time by some employers, but this is not a universal standard. Most businesses align full-time employment with the 35 to 40-hour range. To avoid any ambiguity, employee manuals should specify how many hours constitute full-time status, including references to the Connecticut Holiday Schedule for Personnel or Employee Manual or Handbook.
There is no legal requirement that employers observe holidays or pay employees for observed holidays, although most employers do. Many employers require employees to work the day before or the day after a holiday to be eligible for holiday pay.
A: Connecticut and federal laws require employers to pay overtime only for hours actually worked in excess of 40 in a given workweek. This means that unworked time such as vacation, sick time and holidays do not count when calculating overtime.
As for workers, Connecticut allows employers to decide whether or not they pay their workers holiday pay. Holiday pay is usually agreed upon at the time of employment. State workers, however, are granted holiday pay for federal holidays and two days which are deemed holidays by the governor.
Most employers still allow their employees to take some annual leave during this period, but the leave is essentially taken in advance. If the employee leaves before they have been employed for a year they are paid out Holiday Pay in their final pay, which is typically 8% of their earnings.
They also require employees working on holidays to be paid wages that are at least one-and-one-half times their regular rates.
Connecticut's proposal, SB 668, requires employers to post a weekly schedule no less than 14 days in advance of the first day of the scheduled week. If any changes are made, employers must pay affected workers half of any lost wages due to cancelled or reduced shifts.
(d) No employer shall change an employee's work schedule to begin on a different day of the week unless such employer provides written notice of such change to an employee not less than twenty-one days prior to the commencement of the work schedule in which the employer makes such change.
Rule #1: Good Faith Estimate of Employee Schedules If anything changes, the employer should notify the employee 14 days prior to the change taking effect. Employers must give schedule estimates on or before the first day of work.
