|
Close





Connecticut Exempt Employees: What you need to know

Connecticut (CT Gen. Stat. Sec. 31-76c) requires payment of overtime to nonexempt employees at the rate of 11/2 times the normal hourly rate, but only for hours actually worked in excess of 40 in one week.
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
Connecticut law provides an overtime exemption for executive, administrative, and professional employees (CT Admin. Code Sec. 31-60-14 et seq.). The test for each exemption has a long version with a lower salary requirement and a short version with a higher salary requirement. To be exempt under Connecticut's rules, an employee must pass either the long test or the short test.
For exemption, an employee must pass three tests:
• Salary Level Test
• Salary Basis Test
• Duties Test
Salary. Exempt white-collar employees must perform certain types of work, and they must generally be paid on a salary basis and receive a minimum salary. To qualify as a salaried employee, an employee must be paid a predetermined amount each pay period. The amount paid may not be reduced because of a variation in the quality or quantity of the work performed. With limited exceptions, the employee must receive his or her full salary for any week in which he or she performs any work, without regard to the number of days or hours worked. However, the employee need not be paid for any workweek in which he or she performs no work. Administrative and professional employees may be paid on a fee basis, rather than on a salary basis, and still qualify for exemption as long as the fee payment meets the minimum salary threshold.
Duties. In addition to passing the salary level and salary basis tests, employees must perform certain duties in order to be classified as exempt.
Executive employee--long test. An ...

>> Read more about Exempt Employees

More on this topic:

State Requirements

National | Alaska | Arkansas | California | Colorado | Connecticut | District of Columbia | Hawaii | Illinois | Kansas | Massachusetts | Michigan | Minnesota | Montana | Nevada | New Jersey | New York | North Dakota | Oregon | Pennsylvania | Rhode Island | Washington | West Virginia | Wisconsin |

Connecticut Exempt Employees Resources

Exempt Employees Products

FLSA Compliance Webinar Recording
BLR Webinar: "FLSA Compliance: Dispelling Myths and Mastering Pay Policy Challenges for Non-Exempt Employees""
Wage & Hour Mistakes Boot Camp Recording
BLR Boot Camp: "Wage & Hour Risks in 2010: Preventing the Most Common (and Costly) Wage & Hour Mistakes""
Employee Travel Pay Explained Webinar Recording
BLR Webinar: "Employee Travel Pay Explained: Wage & Hour Road Rules for HR""
Employee Travel Pay Explained Webinar Recording
BLR Webinar: "Employee Travel Pay Explained: Wage & Hour Road Rules for HR""
Incentive Pay for Non-Exempts Webinar Recording
BLR Webinar: "Incentive Pay for Non-Exempts: Tips for Creating an Effective and Legal Pay Plan""
Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
Download Now!


This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


Download Now!