During the working day, non-exempt workers are entitled to rest periods and meal breaks. Breaks must be at least ten (10) minutes per four (4) hours worked. Breaks must be counted as hours worked and paid for by the employer.4 Finally, Conn. Gen. Stat. 53-302a proposes to exclude Sunday from a working day, but the law lists many exceptions for restaurants, supermarkets, convenience stores, pharmacies, gas stations, etc. In general, businesses that serve the public more or less directly may be open on Sundays, but factories or offices may not. Gen. Stat. 53-303b extends Sunday protection and exceptions to Thanksgiving, Christmas, New Year, Memorial Day and Independence Day.
A related law, Conn. Gen. Stat. 53-303rd (which replaced a law prohibiting Sabbath work) forbids more than six working days in each calendar week, so that each seventh day will never be a working day. Under California labor law, a “work day” or “day” means “any consecutive 24-hour period that begins at the same time on each calendar day.” 7 Conn. Gen. 31-13 provides for slightly different restrictions on working time for “commercial enterprises”, i.e. retail trade. Minors under the age of 18 who have not completed secondary education are limited to eight hours a day, six days a week. Elderly, disabled and disabled veterans are protected in the same way, but can also give their consent here.
The law even recognizes the rush to Christmas and exempts employers who grant paid leave during the year from these working time restrictions between December 18 and 25. A vestige of the concept of statutory daily work survives in the law that governs the rights of workers called to serve on a jury, the Connecticut general. Stat. 51-247a. A sworn employee who performs eight hours of jury duty is considered a lawful working day and cannot be required by his or her employer to report to work for more than eight hours. Conversely, an employee who registers for jury duty, but is dismissed early, may be asked to report to work. This blog/website contains general information only. The information you receive on this website does not constitute legal advice and you should not consider or rely on it as such. You should consult a lawyer for individual advice regarding your own situation.
This website is not an offer to represent you. You must not act or refrain from trading on the basis of any information on this site. Neither our presentation of such information nor your receipt of such information establishes or establishes an attorney-client relationship with any reader of this blog. All links from any other website to the blog are beyond the control of Pullman & Comley, LLC and do not imply any endorsement, approval or relationship with any website or entity. Any description of a result obtained in the past for a client is not intended to be a guarantee or promise and does not mean that the company can or will achieve a similar result. Setting a day and week of work is one of the most basic tasks for meeting wages and hours, but employers often don`t pay attention to it. If you have any questions about your company`s work day or week, or any other labor law matter, please contact one of our attorneys: Daniel F. Pyne III Karen Reinhold Ernest M. Malaspina Richard M. Noack Shirley Jackson The California Labor Code provides for meal breaks and breaks during the workday and limits working hours during the workday and week. of work without overtime. As part of our ongoing series of consultations on wage and scheduling issues, this week`s consultation focuses on determining a working day and week for the calculation of overtime.
Employers are generally aware that most non-exempt workers must receive overtime pay for all hours worked more than 8 hours per work day and more than 40 hours per work week. What many employers don`t know, however, is that they have the right to determine what constitutes a “workday” and a “work week” used to calculate daily and weekly overtime. Establishing clear “working days” and “work weeks” not only helps employers manage their overtime pay expenses, but also helps them accurately calculate overtime pay.