Connecticut Employee Handbook Acknowledgment
Description
How to fill out Employee Handbook Acknowledgment?
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FAQ
Connecticut employers must pay the overtime rate of 1.5 times an employee's regular pay rate for any additional hour worked (over 40) in a workweek. Connecticut law does not require employers to pay overtime on a daily basis, weekends, or holidays unless required by an employer-employee agreement.
The offer letter, handbook and other documents do not constitute an employment contract. A statement regarding employment is at will and either party may terminate employment at any time, and for any reason provided that no local, state or federal laws are violated.
And if your company doesn't have a handbook, managers and employees will need to rely on the company's institutional memory to ensure that policies are consistently applied. Work policies and expectations also take on more importance and are more likely to be followed when you document them in an official handbook.
Right-to-work laws allow employees to decide whether or not to join or financially support a union. Twenty-two states currently have right-to-work laws; Connecticut is not one of them. Studies on the economic impact of a right-to-work law on a state have focused on their effect on wages and employment levels.
Connecticut law requires every employer to make available in writing or through posted notice all employment practices and policies with regard to wages, vacation pay, sick leave, health and welfare benefits, and comparable matters (CT Gen. Stat.
Employee handbooks are also used as a way to protect the employer against certain claims, such as unfair treatment claims. Unless the text of an employee handbook clearly indicates otherwise, an employee handbook can be considered a legally binding document between an employer and their employees.
Permanent Employment (Full Time)Typical full time schedules in DDS are either 35, 37.5 or 40 hours per week dependant upon the specific conditions of the applicable collective bargaining agreement. The majority of full time positions in DDS direct care settings are established with 35 hour per week schedules.
Though not required by law, employers should make every effort to receive signed handbook acknowledgments from all employees when first hired and at any time the handbook is updated.
