Whatever happened to summer vacation? You remember, that downtime, when nothing much happened?
One of the better programs run by the Connecticut Department of Labor that gets almost zero publicity is the “Shared Work” program. For employers, it’s a useful tool when you’re dealing with a temporary slowdown in work.
For employers, payroll companies now offer to help an employer with such records and can often provide some of the information once the employer shares it with them.
The Connecticut Department of Labor lists eight types of wage & hour records that all employers, regardless of size must keep. They are:
- The employee’s name and address.
- The employee’s occupation.
- The total daily and total weekly hours worked, showing the beginning and ending time of each work period, computed to the nearest unit of 15 minutes.
- The total hourly, daily or weekly basic wage.
- The overtime wage as a separate item from the basic wage.
- Additions to, or deductions from, wages each pay period.
- Total wages paid each pay period.
- Working papers/statements of age for each employee under the age of 18.
The employer must maintain these records on their premises, though I haven’t heard of the Department coming down on an employer when such records are maintained electronically in the “cloud” — which is technically off-site.
But employers should consider going beyond the minimum. If the Department of Labor does decide to do an investigation, it is likely that they will seek the following eight types of documents, at a minimum: …
A federal court judge this week rejected claims by the Connecticut Department of Labor that a company’s failure to pay a performance based bonus constituted a failure to pay wages. In doing so, the Court appears to be in line with recent Connecticut Supreme Court precedents rejecting such claims as well.
It’s not very often that the Connecticut Supreme Court considers employment law issues.
But today, two notable cases are being argued in front of the court. Both could have an impact on employers in the state.
In Patino v. Birken Manufacturing, the court is being…
The Department of Labor today proposed new regulations of the FMLA that would explain further the military family leave provisions and incorporate some special provisions for airline flight crews.
The new proposed regulations are in response to the National Defense Authorization Act for Fiscal Year 2012 which amended the FMLA to extend the military caregiver…
As I’ve noted before, both the U.S. and the Connecticut Department of Labor have had a renewed focus on investigating employers for compliance with state and federal wage & hour laws.
But what should you expect when the DOL comes calling for an investigation (either as part of a random audit or a complaint)? …
As expected, the United States Department of Labor today released its proposed changes to the companionship and live-in worker regulations under the Fair Labor Standards Act. What was unknown was how significant the proposed changes would be.
The short answer: Pretty significant. The regulations substantially limit the companionship exemption under wage & hour laws to…
This is the second in a series of posts on the new Paid Sick Leave Guidance from the Connecticut Department of Labor.
Back in June, I discussed who is a “service worker” under the new Paid Sick Leave law. It is a detailed list that includes butchers and bakers but not candlestick makers.
Suppose your company has an incentive bonus plan that bases a bonus on the specific work done during a calendar year. Bonus payments are made 90 days after the end of the calendar year on an “Award payment date.”
But your bonus plan has an important provision. That provision states that “Participants must be employed…