Connecticut Unpaid Overtime Laws for Employees and Employers
In most states, employees who work over 40 hours in a single workweek are entitled to overtime pay. However, specific overtime laws vary from state to state.
Whether you are an employee or an employer, it is important to understand the overtime laws that Connecticut has in place.
As an employer, it is imperative that you comply with the laws and regulations pertaining to your employees to reduce the likelihood of being brought into court over an employment law dispute.
As an employee, it is just as imperative that you know and understand your rights under CT overtime laws. That way, you can better recognize when your employer may not be affording you the full extent of your rights.
No matter your specific circumstances, the employment law attorneys at Stanger Stanfield Law have what it takes to help you through your legal dispute. Contact our team today to discuss your case and see what we can do for you.
Connecticut Overtime Laws: An Overview
Pursuant to CT overtime laws, if an hourly employee works longer than 40 hours in a workweek, that employee is entitled to overtime pay.
Overtime pay is sometimes referred to as “time and a half” pay because the overtime rate is one-and-a-half times an employee’s regular rate of pay. Any hours an employee works over 40 hours must be paid at the overtime rate.
For example, if the employee makes $12.00 an hour, which is currently the minimum wage in Connecticut, the employee’s overtime rate would be $18.00.
If that employee works 45 hours in one week, they would receive their normal rate of $12.00 per hour for the first 40 hours of work. But for the 5 hours over, they should receive a rate of $18.00 per hour.
However, it is important to note that there are certain exemptions. In Connecticut, only hourly employees who work in a non-exempt industry are eligible for overtime pay.
Examples of employees who are not eligible for overtime pay include:
- Agricultural employees;
- Executive, administrative, and professional employees as defined by the Labor Commissioner;
- Any salesman primarily engaged in selling automobiles;
- Drivers or helpers for whom the U.S. Secretary of Transportation has the authority to establish qualifications and minimum hours of service; and
- Any outside salesperson as defined by the Fair Labor Standards Act (FLSA).
Unless you have agreed otherwise, there is no requirement to pay employees overtime on weekends or holidays. Further, overtime in Connecticut depends on the total number of hours you work in a week, not the number per day. So working long hours in a single day will not get you overtime pay if your total weekly hours don’t exceed 40.
CT Overtime Laws For Employees
Overtime laws are designed to prevent employers from exploiting their employees by requiring them to work unreasonable hours without adequate compensation. Unfortunately, however, employers do not always comply with CT overtime laws. That’s where a Connecticut employment and overtime law attorney can be a great benefit to you as an employee.
An experienced attorney can help you analyze your circumstances and assess whether you have a valid claim against your employer for failure to comply with CT overtime laws.
Our Connecticut employment law attorneys represent employees in a variety of legal issues including:
- Wage and overtime disputes;
- Breach of employment contract lawsuits; and
- Wrongful termination and retaliation cases in which an employer punishes an employee who reports violations of federal, state, and local law.
If you have questions about whether you are an employee entitled to overtime pay under CT overtime laws or what you can do if you believe your employer is in violation of those laws, contact our team today.
CT Overtime Laws For Employers
As an employer, it is your responsibility to comply with Connecticut overtime laws. Failure to do so can result in legal liability and civil penalties.
Running a business with employees is a delicate balance of managing your operations in a financially efficient manner while also ensuring that you pay your employees in accordance with CT law.
A Connecticut employment lawyer can help you manage this balance and ensure that your business complies with applicable CT overtimes laws. This way, your business can reduce the likelihood of legal issues arising in the future.
The employment lawyers at Stanger Stanfield Law have been helping employers navigate their legal issues for years. Our attorneys can help you:
- Defend against alleged wage and hour disputes brought by employees;
- Draft and review employee manuals;
- Draft and interpret employment contracts;
- Conduct policy and personnel reviews; and
- Represent you in mediations, negotiations, arbitrations, and lawsuits when necessary.
We work with employers to take precautionary action in an attempt to prevent lawsuits from ever occurring in the first place. But when that’s not possible, we are prepared to help you litigate the matter to conclusion.
Have Questions About Overtime Laws in CT? Contact Our Team Today
If you have questions about CT overtime laws, our team of business and employment law attorneys is ready to help you get the answers you need.
Whether you are an employee or employer, the attorneys at Stanger Stanfield Law have the knowledge and resources necessary to provide you with high-quality legal representation for your employment-law-related needs.
Our attorneys have been advocating for clients, both employers and employees, since 1977. We hope we can help you too.
Contact us today at 860-561-0651 to schedule an initial consultation and see what our attorneys can do for you.