Connecticut labor laws for salaried employees provide specific guidelines about wages, overtime, and working conditions. These laws protect workers’ right to receive fair treatment from an employer, whether they’re entitled to overtime or exempt from it.
Salaried employees must understand how their pay is calculated when they qualify for overtime and what protections they have under state law.
If you’re unsure about your rights or think your employer might be violating labor laws, our Hartford labor and employment lawyers can explain these rules and guide you through the next steps. It’s important to know where you stand so you can make informed decisions about your job.
What Is a ‘Salaried Employee’ in Connecticut?
In Connecticut, a salaried employee is paid a set amount of money each year, regardless of how many hours they work. This is different from hourly employees, who are paid based on the number of hours they work each week.
Salaried employees usually have a fixed schedule and receive the same paycheck every pay period, even if they work more or less than the standard 40 hours a week.
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Wage Payments for Salaried Employees in Connecticut
Connecticut employers must pay salaried employees weekly on a payday the employer chooses in advance, per state law. The payday cannot be later than eight days after the end of the pay period. If the payday falls on a non-workday, the employer must pay on the next workday.
Salary Basis and Deductions
A salaried employee’s pay is based on a set yearly amount divided into regular payments. Employers generally cannot deduct from an employee’s salary if they work fewer hours one week, except for specific reasons like unpaid leave or absences.
Additionally, employers generally cannot deduct from an employee’s salary for lost or damaged property, cash shortages, or the cost of uniforms or equipment without the employee’s written consent.
Even with consent, some deductions may not be allowed if they would reduce the employee’s wages below minimum wage or violate other wage payment laws. Improper deductions can cause a salaried employee to lose their exempt status and be entitled to overtime pay.
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Tracking Work Hours for Salaried Employees in Connecticut
Even though salaried employees in Connecticut receive a set salary for the hours they work, employers may still track their time for various reasons, such as making sure they comply with workplace policies or managing workloads.
They might also monitor hours to keep records of time off or to document that employees take proper breaks. However, exempt employees generally don’t need to track hours for overtime purposes, as they are not eligible for overtime pay.
Regardless of tracking, employers must make sure exempt employees receive their full salary unless specific deductions are allowed.
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Termination for Salaried Employees and Final Paychecks
Employment is “at-will” in Connecticut, meaning employers can terminate employees at any time for any legal reason or even for no reason, as long as it’s not discriminatory. Similarly, employees are free to quit their jobs without needing to give notice.
Connecticut labor laws for salaried employees require employers to pay all earned wages, including any unused vacation time (if company policy allows for it), by the next business day. If an employee quits, they must be paid by the next regular payday.
Employees may also be entitled to severance pay if it’s outlined in their employment contract.
Break and Meal Periods
In Connecticut, employers must provide a 30-minute meal break for employees who work at least 7.5 hours in a shift. This applies to salaried and hourly workers. The break should be given after the first two hours of work and before the last two hours.
There are no laws in Connecticut that require employers to give rest breaks, but if they do, those short breaks must be paid.
Salaried Employees and Overtime Eligibility and Exemptions
Salaried employees in Connecticut may be entitled to overtime, but it depends on whether their classification is exempt or non-exempt. Non-exempt salaried employees are entitled to overtime pay if they work more than 40 hours in a week.
The overtime rate is 1.5 times their regular hourly rate. If these employees work more than 40 hours in a week, they are entitled to overtime pay at this higher rate for any hours worked beyond 40.
To calculate the regular hourly rate for a salaried employee, divide their weekly salary by the number of hours they typically work. Then, multiply that rate by 1.5 to determine the overtime rate.
Minimum Wage Requirements for Salaried Employees
In 2024, the minimum wage rate in Connecticut is $15.69 per hour. Employers must pay this rate to salaried and hourly employees. For salaried employees, their weekly earnings must equal or exceed the minimum wage for the total number of hours worked each week.
When it comes to overtime eligibility, salaried employees earning more than $844 per week are often considered exempt from overtime under federal and state laws. They do not qualify for overtime pay, regardless of the number of hours worked.
Leave Rules for Salaried Employees in Connecticut
Salaried employees in Connecticut are entitled to certain leave benefits, which may include paid or unpaid time off, depending on the employer’s policies and state laws. Below are the main types of leave salaried employees may be eligible for:
- Paid sick leave: Connecticut requires certain employers to provide paid sick leave to eligible employees, including some salaried workers. Employees earn one hour of sick leave for every 40 hours worked, up to 40 hours per year.
- Family and medical leave: Under the Connecticut Family and Medical Leave Act (CTFMLA), salaried employees can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for reasons such as the birth of a child, serious health conditions, or caring for a family member.
- Vacation and paid time off (PTO): Connecticut does not require employers to provide paid vacation or PTO, but many employers offer these benefits. If offered, employers must follow their policies for accruing and using vacation or PTO.
- Jury duty: Employers in Connecticut must allow salaried employees to take time off for jury duty. While state law does not require employers to pay employees during this time, some employers may choose to do so.
- Military leave: Salaried employees are entitled to take unpaid leave for military service under federal and state laws, including the Uniformed Services Employment and Reemployment Rights Act (USERRA) and Connecticut state law, which provide job protection for employees serving in the military.
Get Help With Connecticut’s Labor Laws for Salaried Employees
If you or a loved one is a salaried employee in Connecticut, the employment lawyers at Duddy, Goodwin & Pollard can explain Connecticut’s labor laws. We advocate for workers and protect their rights while resolving job-related challenges.
Our Connecticut labor and employment law guide offers insight. We also offer a free consultation where you can review your legal options for various issues, including unpaid or overtime wage disputes. If you feel you lost your job unfairly, we can explain Connecticut’s employment termination laws. Call us today.
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