Connecticut Exempt Personnel laws & HR compliance analysis

Connecticut Exempt Personnel: 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.
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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.
It is important to note that when both federal and state ...

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Connecticut Exempt Personnel Resources

Type Title
Checklists Trainees Checklist
Forms Exempt Survey Form
Policies Employee Workweek
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