Connecticut Wage and Overtime Lawyers

We Handle Wage and Hour Claims in Connecticut 

At Carey & Associates, P.C., our Connecticut wage and hour lawyers are skilled, knowledgeable, and solutions-focused advocates for clients. Wage and hour laws exist to ensure that employees receive the full and fair pay they have earned. When wage and hour violations happen, an employer can be held accountable.

If you have any questions or concerns about a wage and hour case, please do not hesitate to contact us today for a confidential consultation with our Connecticut attorneys. 

We Handle All Types Of Wage and Hour Claims In Connecticut

Carey & Associates, P.C. is a boutique employment law firm that handles all types of wage and hour cases in Connecticut. Regardless of the specific situation you find yourself in, we are here to help you determine the best path forward. Our Connecticut wage and hour lawyers are well-versed in both Connecticut and federal law. Along with other types of wage and hour cases, our Connecticut attorneys have experience with: 

• Unpaid Overtime Claims: Connecticut law requires employers to pay overtime (time and a half) to non-exempt employees who work more than 40 hours in a week. A dispute can arise when employees are misclassified as exempt or when employers miscalculate regular pay rates. Overtime issues can involve hourly workers, salaried staff, or tipped employees. If you have questions about an overtime claim, our Connecticut wage and hour lawyers can help. 
• Minimum Wage Violations: Connecticut has a state-level minimum wage that is higher than the federal minimum. Employers must pay at least this amount to all covered employees. The vast majority of workers in Connecticut (including part-time workers and seasonal workers) are covered by the minimum wage law. An employee can file a claim for the difference between what they were paid and the lawful minimum wage. 
• Misclassification of Employees as Independent Contractors: Proper worker classification is a requirement of Connecticut law. However, there are some cases in which employers classify workers as independent contractors. It is a problem because a worker’s wage and hour rights are tied to their status as an employee. Connecticut uses strict tests to determine if a worker is truly independent. If misclassified, workers may be entitled to unpaid wages, overtime, and benefits. 
• Off-the-Clock Work and Meal/Rest Breaks: Employees must be compensated for all hours worked, including tasks performed before or after a shift. Connecticut law also provides for meal breaks during long shifts. Claims often arise when workers are asked to perform duties during unpaid breaks or are not paid for setup, cleanup, or travel between work sites. 
• Unpaid or Delayed Final Wages After Termination: Connecticut requires that employees receive their final paycheck promptly after termination or resignation. Delays or unlawful deductions can create wage claims. These disputes may involve withheld vacation pay, commissions, or bonuses. Employees have the right to pursue claims for unpaid final wages, and courts may award double damages if violations are willful. 

Know How To Navigate Wage and Overtime Claims

Wage and Overtime Claims: If you believe you are not being paid the correct hourly amount, including overtime, we can help you.  It is against the law for an employer to pay less than the minimum wage and to deny you overtime compensation. Overtime compensation is defined as time and a half over 40 hours each week.  Courts have awarded damages at twice the amount of the wages not paid to employees.

Employers also try to designate employees as salaried workers when, in fact, they should be classified as hourly.  Employers do this to avoid paying employees overtime.  This type of activity creates both wage and overtime claims. 

Also, employers abuse employees and violate state and federal law by demanding employees be on-call and engaged to be waiting, but do not pay the employees’ overtime compensation. 

Fair Labor Standards Act (FLSA) and Connecticut Wage and Hour Law

The Fair Labor Standards Act (FLSA) requires employers to pay employees a minimum wage in addition to overtime compensation at a rate of time and a half or normal pay when they work more than forty hours in a given week.  See FLSA, 29 U.S.C. § 206(a).  Under both the federal Fair Labor Standards Act and the Connecticut wage-and-hour statutes, an employer is required to pay one-half times the employee’s regular hourly rate of pay for each hour worked in excess of forty hours in a week. 29 U.S.C. § § 206, 207; Conn. Gen. Stat. § 31-60. 

Under the FLSA and Connecticut law, a plaintiff who recovers unpaid wages is also entitled to liquidated damages equal to the unpaid minimum and overtime wages, and reasonable attorney fees and costs. 29 U.S.C. § 216(b); Conn. Gen. Stat. § § 31-68. Awards of liquidated damages are not discretionary. 29 U.S.C. § 216(b); Conn. Gen. Stat. § 31-68; Barfield v. New York City Health & Hosps. Corp., 537 F.3d 132, 150 (2d Cir. 2008) ([A] district court is generally required to award a plaintiff liquidated damages equal in amount to actual damages.)

To avoid an award of liquidated damages under either the FLSA or Connecticut law, an employer has the burden of showing it acted in good faith by taking active steps to ascertain the dictates of the law and then acting to comply with them. 29 U.S.C. § 260; Conn. Gen. Stat. § § 31-68; Herman v. RSR Sec. Servs. Ltd., 172 F.3d 132, 142 (2d Cir. 1999). This burden is a difficult one, with double damages being the norm and single damages the exception. Herman, 172 F.3d at 142.

Why Trust Our Connecticut Wage and Hour Attorneys

Wage and hour claims are notoriously complex. If you have questions about your rights, your responsibilities, and your options, you are certainly not alone. At Carey & Associates, P.C., we are here to solve problems and protect your rights.

We are proactive and committed to solutions-focused representation when our clients need it most. When you reach out to our legal team, you will have the opportunity to connect with a Connecticut wage and hour lawyer who can: 

• Listen to your story and answer questions about the law and your case. 
• Investigate the wage and hour case in Connecticut, gathering evidence. 
• Represent you in any wage and hour settlement negotiations.
• Develop a comprehensive strategy focused on protecting your rights.

Wage and Hour Laws In Connecticut: FAQs

Can an employee in Connecticut be denied overtime pay if they are salaried?

An overtime-exempt worker will not be covered by the FLSA’s overtime requirements or Connecticut state overtime requirements. However, being paid a salary does not automatically exempt a worker from overtime protections. The key question is whether the employee meets the duties test for exempt positions under state and federal law.

If they do not, employers must pay overtime for all hours worked beyond 40 in a week.

What is the standard in Connecticut to be an independent contractor?

Connecticut applies the “ABC Test” to determine whether a worker is an independent contractor or an employee. To qualify, the worker must be free from control and direction, perform work outside the usual course of the employer’s business, and be customarily engaged in an independently established trade. If all three elements are not met, the worker is generally considered an employee under state law, and all wage and hour requirements apply. 

How quickly must final wages be paid after employment ends?

Connecticut law requires that employees receive their final paycheck by the next regular payday. If an employee is terminated, the payment must include all wages earned, including certain accrued benefits. Last paycheck violations are an all-too-common wage and hour violation in Connecticut. 

Contact Our Connecticut Wage and Hour Lawyers Today

At Carey & Associates, P.C., our Connecticut wage and hour attorneys are standing by, ready to help you navigate the legal process. If you are experiencing wage and overtime claims, we can help. Please contact our employment lawyers at 203-255-4150 or info@capclaw.com.

With an office in Southport, we handle wage and hour claims throughout the region in Connecticut.