Connecticut Employee Handbook

When your company hires employees in Connecticut, you are required to comply with federal, state, and local employment laws. There are a variety of human resources and labor policies in the workplace that differ by state. Through your employee handbook, employers can easily document and distribute the correct policies to their employees to comply with the laws of each state.

Creating your Connecticut Employee Handbook is a useful way to explain important policies and procedures, mitigate legal risk, and introduce employees to the expectations and operating practices of the organization.

Mosey has compiled the relevant policies a company with employees in Connecticut must consider.

Connecticut Employee Handbook Policies

There are 12 state and local employee handbook policies in Connecticut.

Wage and Hour

Connecticut Minimum Wage Policy

You are entitled to be paid at least the state-mandated minimum wage of $16.35 per hour.

Connecticut Lactation Break Policy

You are entitled to reasonable break time to express breast milk, aligned with existing breaks whenever possible, while minimizing workplace disruptions. Employer will provide a private, secure, and sanitary lactation space near your work area, excluding toilet stalls, with access to an outlet and safe milk storage. Requests for accommodations will be met unless they impose an undue hardship on the business.

Connecticut Meal Break Policy

You are entitled to an unpaid meal break if working 7.5 or more consecutive hours. This break must be at least 30 consecutive minutes and must occur after the first two hours of work and before the last two hours.

Vacation, Sick, and Safe Leaves

Connecticut Paid Sick Leave Policy

You are entitled to earn one hour of paid sick leave for every 30 hours worked, up to a maximum 40 hours per year. Paid sick leave, in one-hour increments or more, may be used for personal or family health needs, issues related to family violence or sexual assault, or mental health wellness days.

Leaves of Absence

Connecticut Jury Duty Leave Policy

You are entitled to job-protected leave to serve as a juror. Full-time employees will receive their regular wages for up to five days of jury service, while part-time and temporary employees are eligible for unpaid leave. Upon receiving a jury summons, promptly notify your supervisor and provide a copy of the summons.

Connecticut Paid Leave Policy

You are entitled to paid time off at Employer for the following reasons: your own serious health condition, starting or expanding family, caring for a family member with serious health condition, caring for a family member who is a covered service member and was injured during active duty in the Armed Forces, taking leave to address specific qualifying exigencies connected with a spouse, parent or child’s service in the Armed Forces, or taking leave due to family violence or sexual assault. Advance notice is required whenever possible and a Certification for Serious Health Condition is required if the leave is for a serious health condition.

Connecticut Volunteer Emergency Responder Leave Policy

Employer provides unpaid leave to employees to serve as a volunteer emergency responder.

Connecticut Domestic Violence Leave Policy

You are entitled to reasonable leave from Employer to seek medical care for injuries resulting from domestic violence, including for a child victim if you are not the abuser. You may also take leave to ensure your safety, such as relocating, or to obtain legal assistance related to domestic violence.

Connecticut Military Service Leave Policy

You are entitled to job-protected leave as a member of the state armed forces or U.S. reserve components for military duties such as assembly for drills, escort duties, encampments, maneuvers, outdoor target practice, or other exercises mandated by U.S. law or directed by the Governor. You will continue to receive your regular salary during such leave, as long as it does not exceed 30 days in a calendar year. Military leave will not affect your vacation or holiday entitlements.

Connecticut Family and Medical Leave Policy

You are entitled to unpaid, job-protected leave under the Connecticut Family and Medical Leave Act (CTFMLA) if you have worked for Employer for at least three months and earned at least $2,325 in your highest-earning quarter over the past five quarters. Eligible employees can take up to 14 weeks for pregnancy-related complications, 26 weeks to care for a seriously injured or ill service-member, and 12 weeks for other qualifying reasons, including personal health conditions, caring for family members, and serving as an organ or bone marrow donor.

Privacy

Connecticut Electronic Monitoring Policy

Employees should be advised that all telephone conversations, electronic mail transmissions, internet access, or usage via any electronic device or system—including but not limited to computers, telephones, wire, radio, electromagnetic, photoelectronic, or photo-optical systems—may be subject to monitoring by Employer.

Connecticut Social Media Privacy Policy

Generally, Employer is prohibited from accessing your personal social media accounts and will not discipline or terminate an employee for refusing to disclose their social media login information or for denying to provide access to their social media accounts.

Federal Employee Handbook Policies

Regardless of which states you have employees in, there are required federal policies that must be included in your employee handbook. In addition to any state-specific policies, your employee handbook for Connecticut should contain the following federal policies.

• Anti-Harassment Policy
• Anti-Sexual Harassment Policy
• Anti-Retaliation Policy
• Equal Employment Opportunity Policy
• Reasonable Accommodation Policy

Handbook Policy Best Practices

In addition to the required federal policies, the following policies are best practices to include in your employee handbook.

• Prohibited Conduct Policy
• Violations Reporting Policy
• Workplace Violence Prevention Policy
• Weapons Policy
• Disciplinary Action Policy
• At-Will Employment
• Federal Uniformed Services Employment and Reemployment Rights Act (USERRA) Policy