Connecticut Employee Time Report (Nonexempt)
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How to fill out Employee Time Report (Nonexempt)?
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FAQ
Connecticut Callback/Report-In Pay: What you need to know Other than mercantile, beauty shop, laundry, and restaurant exceptions, there is no requirement in law that employees be guaranteed a minimum number of hours work when called back.
While the specific criteria for duties vary somewhat depending on whether exempt status is claimed as an Executive, Administrative, and/or Professional employee, examples of exempt duties include hiring and firing employees, scheduling employees, determining credit policies, formulating personnel policies, assessing
Mercantile trade employers, which includes retail establishments, must pay employees for a minimum of four (4) hours at their regular rate regardless of the number of hours actually worked if the employees are required by or received permission from the employer to show up or report to work.
As hospitality shifts towards employee-centric labor modules, more and more restaurants are finding their business subject to Fair Workweek predictive scheduling laws. Connecticut is next on the list of states attempting to increase scheduling stability for hourly employees working in restaurants, hotels, and retail.
Nonexempt: An individual who is not exempt from the overtime provisions of the FLSA and is therefore entitled to overtime pay for all hours worked beyond 40 in a workweek (as well as any state overtime provisions). Nonexempt employees may be paid on a salary, hourly or other basis.
What can I do if my employer doesn't pay me my reporting time pay? A. You can either file a wage claim with the Division of Labor Standards Enforcement (the Labor Commissioner's Office), or you can file a lawsuit in court against your employer to recover the reporting time pay.
Under Connecticut law, employers must give a 30-minute meal break to employees who work at least seven and a half consecutive hours. An employer does not have to pay for this time; in other words, meal breaks are unpaid.
Non-Exempt Employees in ConnecticutEmployees that do not meet the requirements to classify as exempt are classified as non-exempt. This means that they are subject to overtime requirements under state and federal law.
The bill defined part-time employment to mean regularly scheduled work of up to 32 hours per week or less than 64 hours over two weeks.
CT State Statute 31-58 - exempt employees not covered by minimum wage or record keeping laws. CT State Statute 31-76i - exempt employees not covered for the purpose of overtime payment.
