labor lawAdivision of labor law center

The Connecticut minimum wage will increase by 35 cents from $7.65 to $8.00 per hour on January 1, 2009.

The Connecticut minimum wage increase is statutory, meaning it was voted as part of state laws, rather than being a cost-of-living increase. A number of states, including Florida, Vermont, Washington and Oregon increase the minimum wage each year to adjust for inflation. Connecticut does not.

The state minimum wage is being increased by statute in New Mexico, as well as Connecticut. In New Mexico, the minimum wage will go from $6.50 to $7.50 per hour on January 1, 2009.

The Connecticut minimum wage will increase again, from $8.00 to $8.25 per hour, on January 1, 2010.

A little-known provision of Connecticut law permits minors working in agriculture or government to be paid the reduced wage of $6.80 per hour. That is just 85% of the state minimum wage. In other industries, under Section 31-58 and Section 31-58a of the Connecticut State Statutes, minors can be paid $6.80 per hour of the first 200 hours of work.

Connecticut employers are permitted to take a 29.3% tip credit towards the minimum wage for tipped employees. It appears that under this regulation, tipped employees would be entitled to a wage of $5.66 from the employer.

Connecticut employers are required to pay overtime when an employee works more than 40 hours in a payroll week. Overtime is at 1.5 times the employee’s usual hourly rate of pay. The relevant statutes are Section 31-76b, Section 31-76c, and Section 31-76i.  Employers are not required to pay overtime for vacation, holiday, paid time off, or other hours when the employee does not actually work more than 40 hours per week.

Professional, executive and administrative employees are exempt from the state overtime and minimum wage laws under Section 31-60-14,15,16 of the Administrative Regulations.

Connecticut employers can reduce an employee’s wages, hours, and benefits or change an employees job duties, as long as the employee is notified in advance of the pay period and in writing. However, the employer cannot reduce the employee’s wages below the state minimum wage.

Connecticut employers cannot withhold wages for overpayments or loans. In fact, the employer cannot make any deductions to payroll except those required by law.

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