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December 7, 2015

Rebecca Goldberg, Esq., Berchem, Moses & Devlin, P.C.

Connecticut Employment Laws You Didn’t Know Existed

Why Your Payroll Deductions are Probably Illegal . . . and How to Fix Them 

Any time you are having employees pay you – whether through a payroll deduction or by having the employee pay you directly – you are walking into a legal minefield.  Deductions are typically allowed only when there is some benefit being provided to the employee in exchange.  Costs of loss, breakage, and customer theft are treated by the Connecticut Department of Labor as part of the “cost of doing business,” and are almost never recoverable from an employee.  While many employers are familiar with these parameters, many do not realize that most deductions must be authorized in writing by the employee on a form approved by the Commissioner of Labor.  Even more surprising is that the sample form provided on the Connecticut Department of Labor’s website may not be used without approval from the Commissioner of Labor!

October 30, 2015

Courtney B. Stein, Mitchell and Sheahan, P.C.

Connecticut Wage Payment Laws

So, you have an at-will employee whose performance is unsatisfactory.  

You definitely do not see a future for this individual at your company.  

Keep in mind, there are some important Connecticut wage laws that you need to be aware of before you sit this person and down and consider letting them go.

Upon termination the law requires that the employer pay the employee’s wages in full no later than the business day next succeeding the date of such discharge.  C.G.S. § 31-71c(b).  

For example, if you fire an employee on a Monday, you must pay all wages by Tuesday. 

October 12, 2015

Rebecca Goldberg, Esq. Berchem, Moses & Devlin, P.C.

Connecticut Employment Laws You Didn’t Know Existed- 
Employment Terms You Need To Put In Writing

Many employers are unaware of a Connecticut employment law essentially requiring offer letters.  Employers must, at the time of hiring, advise employees as to his her rate of pay, hours of employment, and wage payment schedule.  The statute also requires employers to make available policies and practices related to wages, vacation pay, sick leave, health and welfare benefits, and comparable matters.  This can be done in writing or through posted notices.  If these policies change, employees must be notified in writing or through posted notices.

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