The Connecticut General Assembly is already busy with a full compliment of employment law bills under consideration.  At this point, it seems likely that several will pass in one form or another and thus employers should be playing close attention to the developments.

Here are a few of the Senate ones that I’m watching (

So, by now (Friday morning), your preparations at your workplace should be in full swing.  The latest forecasts this morning call for a landfall on Sunday somewhere along the Connecticut coast (perhaps Bridgeport) with hurricane impacts felt throughout the state.

Irene is Coming

Connecticut has set up some new resources since my post yesterday specifically on Hurricane Irene.  The 8 a.m. update is posted here.   It is frequently updated and also has a list of people to follow on Twitter.

But so far, it’s not easy to find out about all storm-related workplace laws in one place on the state’s website. (How about an update Department of Labor?)

While a blog post cannot address all of the FAQs that might come up, I thought it would be helpful to discuss a few wage/hour issues. As always, consult with your legal counsel/advisor on any specific issues you have and how these laws might apply to your workplace.

Reporting Time or Minimum Daily Earnings Guaranteed: Connecticut has a “reporting time” obligation (as do several of our neighboring states). It is contained in various regulations and applies to certain industries like the “mercantile trade”. You should already be aware of this law, but it has particular application in storm situations where people may not work full shifts.


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With the snow today, my colleague Michael Lavelle has this timely post about call in pay, particularly as it relates to weather-related jobs.  My thanks to Mick for this contribution, as always. 
 
The winter season brings more weather-related emergencies, and often requires maintenance employees or replacement staff to be on-call with beepers or cell