Connecticut Wage and Hour Investigations laws & compensation compliance analysis

Connecticut Wage and Hour Investigations: What you need to know

Connecticut's labor commissioner (or the commissioner's authorized representative) has the authority to:
• Enter a place of employment to inspect any and all books, registers, payrolls, and other wage-related records to determine whether the employer is complying with the state's wage regulations; and
• Require the employer to provide full and correct written statements of the wages paid to employees.
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If the commissioner believes that a particular occupation is receiving less than a fair wage, the commission may initiate an investigation of that occupation and appoint a wage board to report on establishing minimum fair wage rates for that occupation. The commissioner is obligated to conduct such an investigation if 50 or more state residents sign a petition calling for an investigation (CT Gen. Stat. Sec. 31-59).
Retaliation. No employer may discharge, discipline, penalize, or discriminate against an employee because the employee has filed a claim or has testified or is about to testify in a wage claim proceeding. The commissioner may order the employer to rehire or reinstate the affected employee to his or her previous job, to pay back wages and reestablish employee benefits, and to pay reasonable attorney's fees and costs (CT Gen. Stat. Sec. 31-69b).
Any employer who discharges or discriminates against an employee for serving on or testifying before a wage board must pay a fine of $100 to $400 (CT Gen. Stat. Sec. 31-69).
Recordkeeping requirements. Employers must keep required wage records, provide those records to the commissioner on request, admit the commissioner to the business, and avoid delaying or hindering the investigation. Violations are punishable by a fine of up to $200. ...

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Connecticut Wage and Hour Investigations Resources

Type Title
White Papers Increased Complaints, Enforcement, Warrant FLSA Changes
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