reglab/statecodes huggingface dataset:
Connecticut Administrative Code › Title 31 - Labor › 51rr - Family and Medical Leave for School Paraprofessionals › Section 31-51rr-45 - Recordkeeping requirements (29 CFR Section 825.500)

Current through July 10, 2024
(a)
			 FMLA provides that covered employers shall make, keep, and preserve records
			 pertaining to their obligations under section
			 31-51rr
			 of the Connecticut General Statutes in accordance with the recordkeeping
			 requirements of section 11(c) of the FLSA and in accordance with these
			 regulations. These regulations establish no requirement for the submission of
			 any records unless specifically requested by a Labor Departmental
			 official.
(b) No particular order
			 or form of records is required. These regulations establish no requirement that
			 any employer revise its computerized payroll or personnel records systems to
			 comply. However, employers must keep the records specified by these regulations
			 for not less than three (3) years and make them available for inspection,
			 copying, and transcription by representatives of the Labor Department upon
			 request. The records may be maintained and preserved on microfilm or other
			 basic source document of an automated data processing memory provided that
			 adequate projection or viewing equipment is available, that the reproductions
			 are clear and identifiable by date or pay period, and that extensions or
			 transcriptions of the information required herein can be and are made available
			 upon request. Records kept in computer form must be made available for
			 transcription or copying.
(c)
			 Covered employers who have eligible employees must maintain records that must
			 disclose the following:
(1) Basic payroll and
			 identifying employee data, including name, address, and occupation; rate or
			 basis of pay and terms of compensation; daily and weekly hours worked per pay
			 period; additions to or deductions from wages; and total compensation
			 paid.
(2) Dates FMLA leave is taken
			 by FMLA eligible employees. Leave must be designated in records as FMLA leave;
			 leave so designated may not include an employer plan which is not also covered
			 by FMLA.
(3) If FMLA leave is taken
			 by eligible employees in increments of less than one full day, the hours of the
			 leave.
(4) Copies of employee
			 notices of leave furnished to the employer under FMLA, if in writing, and
			 copies of all written notices given to employees as required under FMLA and
			 these regulations. Copies may be maintained in employee personnel
			 files.
(5) Any documents describing
			 employee benefits or employer policies and practices regarding the taking of
			 paid and unpaid leaves.
(6) Premium
			 payments of employee benefits.
(7)
			 Records of any dispute between the employer and an eligible employee regarding
			 designation of leave as FMLA leave, including any written statement from the
			 employer or employee of the reasons for the designation and for the
			 disagreement.
Connecticut Administrative Code › Title 31 - Labor › 51rr - Family and Medical Leave for School Paraprofessionals › Section 31-51rr-46 - Interaction with employer's policies (29 CFR Section 825.700)

Current through July 10, 2024
(a) An employer must observe any employment
			 benefit program or plan that provides greater family or medical leave rights to
			 employees than the rights established by the FMLA. Conversely, the rights
			 established by the Act may not be diminished by any employment benefit program
			 or plan. For example, a provision of a CBA which provides for reinstatement to
			 a position that is not equivalent because of seniority and may provide lesser
			 pay is superseded by FMLA. If an employer provides greater unpaid family leave
			 rights than are afforded by FMLA, the employer is not required to extend
			 additional rights afforded by FMLA, such as maintenance of health benefits
			 other than through COBRA, to the additional leave period not covered by
			 FMLA.
(b) Nothing in this Act
			 prevents an employer from amending existing leave and employee benefit
			 programs, provided they comply with FMLA. However, nothing in the Act is
			 intended to discourage employers from adopting or retaining more generous leave
			 policies.
Connecticut Administrative Code › Title 31 - Labor › 51rr - Family and Medical Leave for School Paraprofessionals › Appendix A

Current through July 10, 2024
Forms to use for the Family and Medical Leave Act (FMLA)
				for Paraprofessionals
(Sec.
				31-51rr-1
et
				seq.
of the Regulations of Connecticut State
				Agencies)
United States Department of Labor Wage and Hour Division
				(WHD)
http://www.dol.gov/whd/forms/index.htm
WH-380-E: FMLA Certification of Health Care Provider for
				Employee's Serious Health Condition
WH-380-E Form &
				Instruction
WH-380-F: FMLA Certification of Health Care Provider for
				Family Member's Serious Health Condition
WH-380-F Form &
				Instruction
WH-381: FMLA Notice of Eligibility and Rights &
				Responsibilities
WH-381 Form &
				Instruction
WH-382: FMLA Designation Notice
WH-382 Form &
				Instruction
WH-384: FMLA Certification of Qualifying Exigency For
				Military Family Leave
WH-384 Form &
				Instruction
WH-385: FMLA Certification for Serious Injury or Illness
				of Covered Servicemember -- for Military Family Leave
WH-385 Form &
				Instruction
WH-385V: FMLA Certification for Serious Injury or Illness
				of a Veteran for Military Caregiver Leave
WH-385V Form &
				Instruction
Connecticut Administrative Code › Title 31 - Labor › 51x - Designation by the Labor Commissioner of Occupations as High-Risk or Safety-Sensitive Occupations Subject to Random Urinalysis Drug Testing › Section 31-51x-1 - Definitions

Current through July 10, 2024
(a) "Commissioner" means the Labor
			 Commissioner of the State of Connecticut whose mailing address is 200 Folly
			 Brook Boulevard, Wethersfield, Connecticut 06109, or his designee.
(b) "Labor Department" means the State of
			 Connecticut Labor Department.
(c)
			 "Employee" means any individual currently employed or formerly employed by an
			 employer and includes any individual in a managerial position.
(d) "Employer" means any individual,
			 corporation, partnership or unincorporated association, excluding the state or
			 any political subdivision thereof.
(e) "High-risk or Safety-sensitive
			 occupation" means an occupation which,
(1)
			 presents a clearly significant life threatening danger to the employee so
			 occupied, his fellow employees, or the general public and is performed in a
			 manner or place inherent with or inseparable from such danger, and
(2) requires the exercise of discriminating
			 judgment or high degree of care and caution, and
((3))
Connecticut Administrative Code › Title 31 - Labor › 51x - Designation by the Labor Commissioner of Occupations as High-Risk or Safety-Sensitive Occupations Subject to Random Urinalysis Drug Testing › Section 31-51x-2 - Designation by the commissioner

Current through July 10, 2024
The Commissioner shall designate a high-risk or
				safety-sensitive occupation any occupation he has determined after
				investigation to have met the definition of that term as contained in section
				31-51x-1.
Connecticut Administrative Code › Title 31 - Labor › 51x - Designation by the Labor Commissioner of Occupations as High-Risk or Safety-Sensitive Occupations Subject to Random Urinalysis Drug Testing › Section 31-51x-3 - Request for designation

Current through July 10, 2024
Any employee or his representative, including the collective
				bargaining agent, or any employer or his representative, may make a written
				request to the Commissioner that an occupation be designated as a high-risk or
				safety-sensitive occupation or if there is a request pending for such
				designation that such designation not be made. Any such request shall include
				argument and/or evidence in support of the request. Written requests for
				designation of occupations as high-risk or safety-sensitive occupations or
				requests that such designations not be made should be mailed to:
Director
State of Connecticut
Occupational Safety and Health
200 Folly Brook Boulevard
Wethersfield, Connecticut 06109
Connecticut Administrative Code › Title 31 - Labor › 51x - Designation by the Labor Commissioner of Occupations as High-Risk or Safety-Sensitive Occupations Subject to Random Urinalysis Drug Testing › Section 31-51x-4 - Investigation by the commissioner

Current through July 10, 2024
The Commissioner shall investigate a written request only in
				cases where to his knowledge a designation of high-risk or safety-sensitive
				will result in the institution or implementation of a program of random
				urinalysis drug testing for employees in such occupation. The Commissioner
				shall make all investigations as expeditiously as possible. The Commissioner
				may at his discretion investigate separate requests in a consolidated
				manner.
Connecticut Administrative Code › Title 31 - Labor › 51x - Designation by the Labor Commissioner of Occupations as High-Risk or Safety-Sensitive Occupations Subject to Random Urinalysis Drug Testing › Section 31-51x-5 - Process of investigation

Current through July 10, 2024
The Labor Department shall furnish to the employer a notice
				which states that a written request has been received by the department that an
				occupation be designated as a high-risk or safety-sensitive occupation for the
				purpose of random urinalysis drug testing. The employer shall post this notice
				in a conspicuous location accessible to employees at the worksite affected by
				the request. The notice shall advise that an investigation has been initiated,
				state the purpose of the investigation, and afford an opportunity for comment
				within a twenty (20) day period, which period may be extended by the
				Commissioner if he deems necessary. The Commissioner may seek any further
				information he deems necessary to complete such
				investigation.
Connecticut Administrative Code › Title 31 - Labor › 51x - Designation by the Labor Commissioner of Occupations as High-Risk or Safety-Sensitive Occupations Subject to Random Urinalysis Drug Testing › Section 31-51x-6 - Determination by the commissioner

Current through July 10, 2024
Not later than ninety (90) days after the completion of the
				investigation the Commissioner shall make a determination and furnish a copy of
				such determination to the employee or his representative, including the
				collective bargaining agent, and the employer or his representative, directly
				affected by the determination. A copy of such determination shall be posted by
				the employer in a conspicuous location accessible to employees at the worksite
				affected. No determination of an occupation as a high-risk or safety-sensitive
				occupation shall create any obligation to institute or implement a program of
				random urinalysis drug testing. No such determination shall in itself
				constitute a bar to the limiting or discontinuing of a program of random
				urinalysis drug testing.
Connecticut Administrative Code › Title 31 - Labor › 51x - Designation by the Labor Commissioner of Occupations as High-Risk or Safety-Sensitive Occupations Subject to Random Urinalysis Drug Testing › Section 31-51x-7 - Review of commissioner's determination

Current through July 10, 2024
The Commissioner may upon receipt of a written request, which
				shall include argument and/or evidence for review, review any previous
				determination that an occupation is or is not a high-risk or safety-sensitive
				occupation. This section shall not be interpreted to require such a
				review.
Connecticut Administrative Code › Title 31 - Labor › 51x - Designation by the Labor Commissioner of Occupations as High-Risk or Safety-Sensitive Occupations Subject to Random Urinalysis Drug Testing › Section 31-51x-8 - Maintenance of a list

Current through July 10, 2024
The Commissioner shall maintain a list entitled, "List of
				Occupations Designated as High-risk or Safety-sensitive by the Labor
				Commissioner."
The list shall be a public record pursuant to Connecticut
				General Statutes and shall consist of all occupations the Commissioner has
				designated as high-risk or safety-sensitive occupations. The list may serve as
				a guide in investigations and determinations made pursuant to these
				Regulations.
Connecticut Administrative Code › Title 31 - Labor › 53a - Identification of Parties Subject to Debarment from the Award of Contracts by the State or any of its Political Subdivisions › Section 31-53a-1 - Definitions

Current through July 10, 2024
For purposes of sections 31-53a-1 through
				31-53a-3
				inclusive of these regulations the following definitions apply:
(a) "Commissioner" means the Labor
			 Commissioner of the State of Connecticut whose mailing address is 200 Folly
			 Brook Boulevard, Wethersfield, Connecticut 06109.
(b) "Disregarded their obligations" means the
			 employment or payment by any person or firm of any mechanic, laborer or worker
			 in the construction, remodeling, refinishing, refurbishing, rehabilitation,
			 alteration or repair of any public works project for or on behalf of the state
			 or any of its agents, or any political subdivision of the state or any of its
			 agents, at a rate of wage on an hourly basis which is less than the rate
			 customary or prevailing for the same work in the same trade or occupation in
			 the town in which such public works project is being constructed, remodeled,
			 refinished, refurbished, rehabilitated, altered or repaired, or failure to pay
			 the amount of payment or contributions payable on behalf of each such employee
			 to any employee welfare fund, or in lieu thereof to the employee, or the
			 failure to keep, maintain and preserve such records relating to the wages and
			 hours worked by each employee and a schedule of the occupation or work
			 classification at which each mechanic, laborer or worker on the project is
			 employed during each work day and week in such manner and form as the labor
			 commissioner establishes to assure the proper payments due to such employees or
			 employee welfare funds under sections
			 31-53
			 and
			 31-54
			 of the General Statutes of Connecticut, or failure, upon the award of any
			 contract, by the contractor to whom such contract is awarded, to certify under
			 oath to the labor commissioner the pay scale to be used by such contractor and
			 any of his subcontractors for work to be performed under such
			 contract.
(c) "Interest" means
			 entitlement to at least 10% of the net profits of a firm, corporation,
			 partnership, association, or any other entity by a firm or person.
(d) "Person" means individual, firm,
			 partnership, corporation, association or any other entity.
Connecticut Administrative Code › Title 31 - Labor › 53a - Identification of Parties Subject to Debarment from the Award of Contracts by the State or any of its Political Subdivisions › Section 31-53a-2 - Application of definitions

Current through July 10, 2024
Section
				31-53a-1(c)
				shall be applied prospectively from the effective date of this regulation.
				Section
				31-53a-1(b),
				shall apply to acts or omissions occurring on or after the effective date of
				this regulation or occurring within three years prior
				thereto.
Connecticut Administrative Code › Title 31 - Labor › 53a - Identification of Parties Subject to Debarment from the Award of Contracts by the State or any of its Political Subdivisions › Section 31-53a-3 - Publication of debarment list

Current through July 10, 2024
The commissioner shall, a minimum of two times per year,
				publish, by distributing to all departments of the state and political
				subdivisions thereof, a list giving the names of persons or firms whom he has
				found to have disregarded their obligations under section
				31-53
				of the General Statutes of Connecticut or to have been barred from federal
				government contracts in accordance with the provisions of the Davis-Bacon Act,
				49 Stat. 1011 (1931), 40 USC 276a-2. Said list shall also contain the names of
				any firm, corporation, partnership, association, or any other entity in which
				such persons or firms have been found by the commissioner to have an
				interest.
Connecticut Administrative Code › Title 31 - Labor › 53b - Construction Safety › Section 31-53b-2 - Construction safety course, program or training; Supplemental Refresher Training Course

Current through July 10, 2024
(a) Any person
			 performing the duties of a mechanic, laborer or worker on a public works
			 project shall be required, as a condition of performing such work, to
			 demonstrate compliance with section
			 31-53b
			 of the Connecticut General Statutes by having completed a construction safety
			 and health course, program or training, as appropriate.
(b) In addition to the requirements set forth
			 in subsection (a) of this section, any electrician or plumber subject to
			 section
			 31-53b
			 of the Connecticut General Statutes who has completed a course of at least ten
			 hours in duration in construction safety and health approved by the federal
			 Occupational Safety and Health Administration five or more years prior to the
			 date such electrician or plumber begins work on such public works project,
			 shall be in compliance with these regulations provided such electrician or
			 plumber has successfully completed a supplemental refresher training course of
			 at least four hours in duration in construction safety and health taught by a
			 federal Occupational Safety and Health Administration authorized
			 trainer.
(c) Proof of course,
			 program or training or supplemental refresher training course completion shall
			 be demonstrated through the presentation of a course, program or training or
			 supplemental refresher training course completion document. For purposes of the
			 supplemental refresher training course, proof of training shall be a student
			 course completion card issued by the federal Occupational Safety and Health
			 Administration authorized trainer who conducted the training. Each student
			 course completion card shall reference the trainer's identification
			 number;
(d) For purposes of these
			 regulations, any completion document with an issuance date more than five years
			 prior to the commencement date of such public works project shall not
			 constitute compliance with section
			 31-53b
			 of the Connecticut General Statutes and this section, except electricians and
			 plumbers may be found to be in compliance provided that they have successfully
			 completed a supplemental refresher training course of at least four hours in
			 duration in construction safety and health taught by a federal Occupational
			 Safety and Health Administration authorized trainer.
Connecticut Administrative Code › Title 31 - Labor › 53b - Construction Safety › Section 31-53b-3 - Contractor responsibility

Current through July 10, 2024
Each contractor subject to section
				31-53b
				of the Connecticut General Statutes shall furnish proof, as provided in
				subsection (b) of section
				31-53b-2
				of the Regulations of Connecticut State Agencies, with the weekly certified
				payroll form for the first week that each person who performs the duties of a
				mechanic, laborer or worker begins work on the public works
				project.
Connecticut Administrative Code › Title 31 - Labor › 53b - Construction Safety › Section 31-53b-4 - Certified payroll

Current through July 10, 2024
For each person who performs the duties of a mechanic, laborer
				or worker on a public works project subject to section
				31-53
				of the Connecticut General Statutes, the employer shall affix a copy of the
				construction safety course, program or training completion document to the
				certified payroll required to be submitted to the contracting agency for such
				project on which such employee's name first appears.
Connecticut Administrative Code › Title 31 - Labor › 53b - Construction Safety › Section 31-53b-5 - Penalty

Current through July 10, 2024
Notwithstanding subsection (a) of section
				31-53b-2
				of the Regulations of Connecticut State Agencies, any person performing the
				duties of a mechanic, laborer or worker on a public works project without proof
				of course, program or training completion as provided in said section shall be
				subject to removal from the worksite if such person does not provide such proof
				to the Labor Commissioner by the fifteenth day after the date the employee is
				determined to be in noncompliance with these regulations. Any such person who
				is determined to be in noncompliance with these regulations may continue to
				work on a public works project for a maximum of fourteen consecutive calendar
				days while bringing his status into compliance.
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part I - Definitions and General Provisions › Section 31-60-2 - Gratuities as part of the minimum fair wage

Current through July 10, 2024
For the purposes of this section, "gratuity" means a
				  voluntary monetary contribution received by the employee from a guest, patron
				  or customer for service rendered.
Unless otherwise prohibited by statutory provision or by a
				  wage order gratuities may be recognized as constituting a part of the minimum
				  fair wage when all of the following provisions are complied with:
(1) The employee shall be engaged in an
				employment in which gratuities have customarily and usually constituted and
				have been recognized as part of his remuneration for hiring purposes
				and
(2) the amount received in
				gratuities claimed as credit for part of the minimum fair wage shall be
				recorded on a daily, weekly, or bi-weekly basis in a wage record, even though
				payment is made more frequently and
(3) each employer claiming credit for
				gratuities as part of the minimum fair wage paid to any employee shall provide
				substantial evidence that not less than the amount claimed, which shall not
				exceed the allowance hereinafter provided, was received by the employee. For
				example, an attestation or statement in electronic or written format
				demonstrating that wages received by the service employee, including
				gratuities, together with other authorized allowances, represents a payment of
				not less than the minimum fair wage established by subsection (j) of section
				31-58 of the Connecticut General Statutes per hour for each hour worked during
				the pay period, will be accepted by the commissioner as substantial evidence
				for purposes of this section, provided all other requirements of this and other
				applicable regulations shall be complied with. Such attestation, statement, or
				substantial evidence shall satisfy the requirements of subdivisions (2) and (3)
				of this section.
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part I - Definitions and General Provisions › Section 31-60-3 - Deductions and allowances for reasonable value of board and lodging (Repealed)

Current through July 10, 2024
For 2014 repeal, see
					 Sec.
					 54 of
					 Public
					 Act 14-187. (June 11,
					 2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part I - Definitions and General Provisions › Section 31-60-4 - Physically or mentally handicapped employees

Current through July 10, 2024
(a) For the
				purposes of this regulation, a "physically or mentally handicapped person"
				means a person whose earning capacity is impaired by age or physical of mental
				deficiency or injury.
(b) To
				prevent curtailment of employment opportunities, physically or mentally
				handicapped workers whose earning capacity has been impaired by a physical or
				mental impairment which constitutes an actual handicap as directly related to
				the performance of the duties which the employee is required to perform may be
				paid at a modification of the minimum fair wage rate, provided:
(1) Permission has been granted by the labor
				commissioner, after an investigation, to employ the worker at a rate lower than
				the established minimum fair wage. Such permission shall specify the minimum
				wage to be paid to the employee and the type of work for which modification of
				the minimum fair wage was granted. Such permission shall be valid from the date
				of issuance and acceptance by the employer and employee to the date of
				revocation or the cancellation of such permission. Such permission may be
				revoked by the commissioner if investigation discloses that it was obtained by
				misrepresentation of any kind.
(2)
				Any deviation from the terms of the permission except an upward revision of the
				minimum wage set forth in the permission shall be deemed a violation of this
				regulation and will cancel the permission effective on the date the violation
				occurs and from that date forward the minimum fair wage as defined in section
				31-58 of
				the general statutes shall be applicable for all hours of employment.
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part I - Definitions and General Provisions › Section 31-60-6 - Minors under the age of eighteen

Current through July 10, 2024
(a) For purposes of
				this regulation, "minor" means a person at least sixteen years of age but not
				over eighteen years of age. To prevent curtailment of employment opportunities
				for minors and to provide a reasonable period during which training for
				adjustment to employment conditions may be accomplished, a minor may be
				employed at a modification of the minimum fair wage established by subsection
				(j) of section
				31-58 of
				the 1971 Supplement to the General Statutes, but at not less than eighty-five
				percent of the minimum fair wage established by subsection (j) of section
				31-58 of
				the Connecticut General Statutes per hour for the first two hundred hours of
				employment. When a minor has had an aggregate of two hundred hours of
				employment, he may not be employed by the same or any other employer at less
				than the minimum fair wage established by subsection (j) of section
				31-58 of
				the Connecticut General Statutes.
(b) In addition to the records required by
				section
				31-66
				of the 1966 supplement to the general statutes and section
				31-60-13,
				each employer shall obtain from each minor to be employed at a modification of
				the minimum fair wage rate as herein provided a statement of his employment
				prior to his date of accession with his present employer. Such statement of
				prior employment, supplemented by the present employer's record of hours worked
				by the minor while in his employ, will be deemed satisfactory evidence of good
				faith on the part of the employer with respect to his adherence to the
				provisions of this regulation, provided such record shall be in complete
				compliance with the requirements of section
				31-66
				of the general statutes and section
				31-60-12.
(c) Deviation from the provisions of this
				regulation will cancel the modification of the minimum fair wage herein
				provided for all hours during which the violation prevailed and for such time
				the minimum wage shall be paid.
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part I - Definitions and General Provisions › Section 31-60-7 - Learners

Current through July 10, 2024
(a) For the purposes of this regulation,
				"learner" means a person who is enrolled in an established program which
				provides for vocational training for employment in an occupation which is not
				apprenticeable but for which a training period may extend over a considerable
				length of time. Learners shall be paid not less than the minimum fair wage
				unless written permission has been given by the labor commissioner to employ
				learners at less than the minimum fair wage for no more than two hundred hours
				in an approved training program.
To obtain such permission the employer shall make written
				  application to the labor commissioner setting forth (1) the occupation for
				  which the learner is to be trained; (2) the length of the training period; (3)
				  a statement setting forth a schedule of work processes in the occupation which
				  the learner is to be taught and the approximate time to be spent at each
				  process; (4) related technical instruction if any; (5) a statement of the
				  proposed graduated scale of wages to be paid the learner during the training
				  period; (6) supervision to be received by the learner; (7) the maximum number
				  of learners to be in training at any given time; (8) the total number of fully
				  trained employees in the same occupation.
If upon examination of such application the labor
				  commissioner finds that a modification of the minimum fair wage earn be
				  approved in accordance with the provisions of section
				  31-60
				  of the general statutes, as amended, such approval stipulating the applicable
				  minimum wage and the conditions controlling continuation of the approval will
				  be issued in writing. One copy of this approval shall be retained by the
				  employer and one copy shall be retained by the labor department. Each person to
				  be employed as a trainee at less than the minimum fair wage per hour shall
				  signify his acceptance of the training agreement in writing. This statement
				  shall be retained by the employer as part of his payroll records.
(b) In addition to the records
				required by section
				31-66
				of the 1969 supplement to the general statutes and section
				31-60-13, the
				employer shall maintain and retain for the period of the program the following
				records: (1) Each worker employed as a learner shall be designated as such on
				the payroll records or personnel records maintained by the employer and all
				learners shall be listed as a separate group on the payroll records or
				personnel records maintained by the employer. (2) The employer shall keep a
				cumulative record of the number of hours worked by each employee at a learner's
				rate and the total accumulation of such hours shall be carried forward and
				posted to the payroll record at the end of each pay period.
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part I - Definitions and General Provisions › Section 31-60-9 - Apparel

Current through July 10, 2024
For the purpose of this regulation, "apparel" means uniforms
				  or other clothing supplied by the employer for use in the course of employment
				  but does not include articles of clothing purchased by the employee or clothing
				  usually required for health, comfort or convenience of the employee. An
				  allowance (deduction) not to exceed one dollar and fifty cents per week or the
				  actual cost, whichever is lower, may be permitted to apply as part of the
				  minimum fair wage for the maintenance of wearing apparel or for the laundering
				  and cleaning of such apparel when the service has been performed. When
				  protective garments such as gloves, boots or aprons are necessary to safeguard
				  the worker or prevent injury to an employee or are required in the interest of
				  sanitation, such garments shall be provided and paid for and maintained by the
				  employer without charge upon the employee.
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part I - Definitions and General Provisions › Section 31-60-10 - Travel time

Current through July 10, 2024
(a) For the purpose
				of this regulation, "travel time" means that time during which a worker is
				required or permitted to travel for purposes incidental to the performance of
				his employment but does not include time spent in traveling from home to his
				usual place of employment or return to home, except as hereinafter provided in
				this regulation.
(b) When an
				employee, in the course of his employment, is required or permitted to travel
				for purposes which inure to the benefit of the employer, such travel time shall
				be considered to be working time and shall be paid for as such. Expenses
				directly incidental to and resulting from such travel shall be paid for by the
				employer when payment made by the employee would bring the employee's earnings
				below the minimum fair wage.
(c)
				When an employee is required to report to other than his usual place of
				employment at the beginning of his work day, if such an assignment involves
				travel time on the part of the employee in excess of that ordinarily required
				to travel from his home to his usual place of employment, such additional
				travel time shall be considered to be working time and shall be paid for as
				such.
(d) When at the end of a work
				day a work assignment at other than his usual place of employment involves, on
				the part of the employee, travel time in excess of that ordinarily required to
				travel from his usual place of employment to his home, such additional travel
				time shall be considered to be working time and shall be paid for as
				such.
(e) Repealed.
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part I - Definitions and General Provisions › Section 31-60-11 - Hours worked

Current through July 10, 2024
(a) For the purpose
				of this regulation, hours worked include all time during which an employee is
				required by the employer to be on the employer's premises or to be on duty, or
				to be at the prescribed work place, and all time during which an employee is
				employed or permitted to work, whether or not required to do so, provided time
				allowed for meals shall be excluded unless the employee is required or
				permitted to work. Such time includes, but shall not be limited to, the time
				when an employee is required to wait on the premises while no work is provided
				by the employer. Working time in every instance shall be computed to the
				nearest unit of fifteen minutes.
(b) All time during which an employee is
				required to be on call for emergency service at a location designated by the
				employer shall be considered to be working time and shall be paid for as such,
				whether or not the employee is actually called upon to work.
(c) When an employee is subject to call for
				emergency service but is not required to be at a location designated by the
				employer but is simply required to keep the employer informed as to the
				location at which he may be contacted, or when an employee is not specifically
				required by his employer to be subject to call but is contacted by his employer
				or on the employers authorization directly or indirectly and assigned to duty,
				working time shall begin when the employee is notified of his assignment and
				shall end when the employee has completed his assignment.
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part I - Definitions and General Provisions › Section 31-60-12 - Records

Current through July 10, 2024
(a) For the purpose of this regulation, "true
				and accurate records" means accurate legible records for each employee showing:
(1) His name;
(2) his home address;
(3) the occupation in which he is employed;
(4) the total daily and total
				weekly hours worked, showing the beginning and ending time of each work period,
				computed to the nearest unit of fifteen minutes;
(5) his total hourly daily or weekly basic
				wage;
(6) his overtime wage as a
				separate item from his basic wage;
(7) additions to or deductions from his wages
				each pay period;
(8) his total
				wages paid each pay period;
(9)
				such other records as are stipulated in accordance with sections
				31-60-1
				through
				31-60-16;
(10) working certificates for minor
				employees (sixteen to eighteen years). True and accurate records shall be
				maintained and retained at the place of employment for a period of three years
				for each employee.
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part I - Definitions and General Provisions › Section 31-60-15 - Employee in bona fide administrative capacity

Current through July 10, 2024
(a) For
				the purposes of said section
				31-58(f),
				"employee employed in a bona fide administrative capacity" means any employee:
(1) whose primary duty consists of either:
(A) The performance of office or nonmanual
				work directly related to management policies or general business operations of
				his employer or his employer's customers, or
(B) the performance of functions in the
				administration of a school system or educational establishment or institution,
				or of a department or subdivision thereof, in work directly related to the
				academic instruction or training carried on therein; and
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › A - MINIMUM FAIR WAGE RATES FOR PERSONS EMPLOYED IN BEAUTY SHOPS › Section 31-62-A1 - Definitions

Current through July 10, 2024
As used in sections 31-62-A1 to
					 31-62-A11,
					 inclusive:
(a) * * * "Beauty shop"
				  means any shop, store or place, or part thereof, in which is conducted the
				  business of a hairdresser or cosmetician as defined in section
				  20-250 of
				  the general statutes.
(b) "Clerk"
				  means any person, not holding one of the licenses referred to in subdivision
				  (i), who performs the work of an appointment clerk, desk clerk, telephone
				  operator, bookkeeper, stenographer or typist or other clerical work.
(c) "Employee" means anyone in a beauty shop
				  who renders services for remuneration and who is not the owner of that shop. It
				  shall include all part owners, stockholders, booth owners or booth renters to
				  whom any of the following conditions apply:
(1) Such person has not obtained a
				  proprietor's certificate of registration from the hairdressers' and
				  cosmeticians' division of the department of health;
(2) the shop owner or his agent receives fees
				  from customers for the service of such person, even if these fees or a part of
				  them are returned to such person by the shop owner or his agent;
(3) the shop owner or his agent exercises
				  control over the costume, working hours, method of work or general conduct of
				  such person while in the shop;
(4)
				  the customers or the public are given the impression, through advertising,
				  signs, verbal statements or other means, that such person is an employee of the
				  shop owner;
(5) the shop owner or
				  his agent supplies cosmetics, soap, lotions, pins, linens, instruments, tools,
				  machinery, supplies or equipment of any sort for the use of such
				  person.
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › A - MINIMUM FAIR WAGE RATES FOR PERSONS EMPLOYED IN BEAUTY SHOPS › Section 31-62-A2 - Wage order (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › A - MINIMUM FAIR WAGE RATES FOR PERSONS EMPLOYED IN BEAUTY SHOPS › Section 31-62-A3 - Working time (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › A - MINIMUM FAIR WAGE RATES FOR PERSONS EMPLOYED IN BEAUTY SHOPS › Section 31-62-A4 - Computation of time (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › A - MINIMUM FAIR WAGE RATES FOR PERSONS EMPLOYED IN BEAUTY SHOPS › Section 31-62-A5 - Tips (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › A - MINIMUM FAIR WAGE RATES FOR PERSONS EMPLOYED IN BEAUTY SHOPS › Section 31-62-A6 - Commissions, etc. (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › A - MINIMUM FAIR WAGE RATES FOR PERSONS EMPLOYED IN BEAUTY SHOPS › Section 31-62-A7 - Deductions (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › A - MINIMUM FAIR WAGE RATES FOR PERSONS EMPLOYED IN BEAUTY SHOPS › Section 31-62-A8 - Charges (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › A - MINIMUM FAIR WAGE RATES FOR PERSONS EMPLOYED IN BEAUTY SHOPS › Section 31-62-A9 - Handicapped workers (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › A - MINIMUM FAIR WAGE RATES FOR PERSONS EMPLOYED IN BEAUTY SHOPS › Section 31-62-A10 - Learner clerks (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › A - MINIMUM FAIR WAGE RATES FOR PERSONS EMPLOYED IN BEAUTY SHOPS › Section 31-62-A11 - Records (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › B - Minimum Fair Wage Rates for Persons Employed in the Laundry Occupation › Section 31-62-B1 - Definitions (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › B - Minimum Fair Wage Rates for Persons Employed in the Laundry Occupation › Section 31-62-B2 - Wage order (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › B - Minimum Fair Wage Rates for Persons Employed in the Laundry Occupation › Section 31-62-B4 - Working time (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › B - Minimum Fair Wage Rates for Persons Employed in the Laundry Occupation › Section 31-62-B5 - Computation of time (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › B - Minimum Fair Wage Rates for Persons Employed in the Laundry Occupation › Section 31-62-B6 - Handicapped workers (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › B - Minimum Fair Wage Rates for Persons Employed in the Laundry Occupation › Section 31-62-B7 - Records (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › C - Minimum Fair Wage Rates for Persons Employed in the Cleaning and Dyeing Occupation › Section 31-62-C1 - Definitions (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › C - Minimum Fair Wage Rates for Persons Employed in the Cleaning and Dyeing Occupation › Section 31-62-C2 - Wage order for women and minors (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › C - Minimum Fair Wage Rates for Persons Employed in the Cleaning and Dyeing Occupation › Section 31-62-C4 - Working time (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › C - Minimum Fair Wage Rates for Persons Employed in the Cleaning and Dyeing Occupation › Section 31-62-C5 - Computation of time (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › C - Minimum Fair Wage Rates for Persons Employed in the Cleaning and Dyeing Occupation › Section 31-62-C6 - Learners and apprentices (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › C - Minimum Fair Wage Rates for Persons Employed in the Cleaning and Dyeing Occupation › Section 31-62-C7 - Handicapped workers (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › C - Minimum Fair Wage Rates for Persons Employed in the Cleaning and Dyeing Occupation › Section 31-62-C8 - Records of employees (Repealed)

Current through July 10, 2024
For 2014 repeal, see
						Sec.
						54 of
						Public
						Act 14-187. (June 11,
						2014)
Connecticut Administrative Code › Title 31 - Labor › 60 - MINIMUM WAGES › Part II - SPECIFIC ORDERS › D - Minimum Fair Wage Rates for Persons Employed in the Mercantile Trade › Section 31-62-D1 - Definitions

Current through July 10, 2024
As used in sections 31-62-D1 to
					 31-62-D11,
					 inclusive:
(a) "Commissions" means
				  earnings based on sales. These earnings may be achieved through the payment of
				  a fixed sum per sale or by the payment of a percentage on any or all sales made
				  by an individual or group of individuals.
(b) "Employee" means a person employed or
				  permitted to work in any occupation in the mercantile trade.
(c) "Mercantile trade" means the trade of
				  wholesale or retail selling of commodities and any operation supplemental or
				  incidental thereto, including, but not limited to, buying, delivery,
				  maintenance, office, stock and clerical work. Repair and service employees may
				  be excluded if the major portion of their duties is unrelated to the mercantile
				  trade as herein defined.
(d)
				  "Minor" means a person less than eighteen years of age.
(e) "Working time" includes all time during
				  which an employee is required to be on duty or at prescribed premises whether
				  or not work is then provided by the employer or during which an employee is
				  permitted to work though not required to do so.