Recruiting & Hiring
Under Connecticut law, employers are banned from asking candidates this specific financial question during the hiring process.
What they currently or previously earned (Salary History Ban)
Under the FLSA, non-exempt employees must receive this multiplier for all hours worked beyond 40 in a single workweek.
1.5x (Time and a half)
While federal FMLA requires employers to have 50+ employees, Connecticut FMLA provides job protection starting at this employee threshold.
1+ employee in Connecticut
Under Connecticut law (C.G.S. § 31-71c), if an employee is discharged or fired, all of their final wages are due by this timeframe.
The next business day
Form I-9 must be completed by the employee on Day 1, and HR must examine the documents for Section 2 within this many business days.
Within 3 business days
In Connecticut, shifts of 7.5 hours or more trigger a mandatory uninterrupted meal break of this length.
30 minutes
Under Connecticut pregnancy accommodation laws, employers must provide written notice of rights within this many days of disclosure.
Within 10 days
This federal act requires employers with 20 or more employees to send continuation of health coverage election notices within 14 days of a qualifying event.
COBRA
HR must retain I-9 forms for 3 years from the date of hire or __ ____ after termination—whichever is later.
1 year
Enforced by the NLRB, this federal law protects two or more employees acting together to discuss pay, safety, or working conditions in both union and non-union workplaces.
The National Labor Relations Act (NLRA)
This term describes the ongoing, collaborative discussion between an employer and an employee to find reasonable workplace adjustments for a health condition.
The interactive process
This is the most frequently filed EEOC charge against employers—even when the original complaint (such as a harassment report) is not substantiated.
Retaliation