Connecticut specifically requires discretion and independent judgment to occur on a regular basis.Ĭonnecticut law states that a job title does not make the determination employers must look to an employee's actual job duties. For an employee to be classified as an exempt employee they must pass both the duties and the salary tests, under both Connecticut and Federal law.ĭuties Test - Under the Duties Test, the employee’s primary duty must require that they act with discretion and independent judgment. Exempt Employees in ConnecticutĮxempt employees are not subject to overtime law. It is important that employers understand how to properly classify employees. Connecticut Wage and Hour Laws Determining Employees TypesĪt the state and federal levels, there are three types of workers: exempt, non-exempt, and independent contractors. New hire information can be reported online through the Office of Research or a paper copy of the Connecticut new hire form, also known as Form CT-W4, can be mailed or faxed to the Connecticut DOL. Private companies are required by the state to submit new hire information for newly hired employees and employees that are returning to work to the Connecticut Department of Labor (DOL) within 20 days of the date of hire. Another exemption would be positions that employers are hiring for that require security, fidelity, or equivalent type of bond. Having gone into effect on January 1, 2017, Connecticut's "Ban the Box" Law specifies that employers are prohibited from inquiring about prospective employees' prior arrests, criminal charges, or convictions on an initial employment application.Įxemptions from this law would include employers that are required to ask this by another state or federal law. Connecticut Recruitment & Hiring Laws Ban the Box Whether using an external HR consultant like HRCG or not, establishing policies, processes, and solutions to stay compliant with this legislation will be necessary. Unless you have specific human resources (HR) expertise in-house, it may make sense to leverage a Connecticut HR company like the Human Resources Consulting Group (HRCG) for help understanding and complying with the state's labor laws. Connecticut labor laws are a vast set of rules and regulations for employers to follow in areas that include employee leave / absence, pay, and discrimination. On top of the federal labor laws that companies must adhere to, Connecticut has its own set of specific employment and labor laws that require compliance as well.
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