Connecticut and federal employment laws apply universally to people who work in the Nutmeg State, and anyone can be a victim. However, there are some professions that are particularly prone to violations of laws that pertain to employees being paid for the hours they work and who can make overtime.
At Hayber, McKenna & Dinsmore, our Connecticut employment lawyers represent all kinds of workers throughout Connecticut, including in Milford, Hartford, New Haven, Stamford, Waterbury, and Bridgeport. However, we most frequently find that employees in certain fields most often have cases against their current or former employers due to common violations in wage and hour law.
Open Wage and Hour Investigations in Connecticut
If you work in any one of these fields, the Connecticut employment lawyers at Hayber, McKenna & Dinsmore know how to determine whether your employer is violating your wage and hour rights. We will ask the questions and demand the answers that will expose the violation. Contact us today using our online form so that we can review the details of your wage and hour claim.
Jobs prone to wage and hour violation include:
Automobile Damage Appraisers
Call Center Operators
Delivery Drivers (often misclassified as “independent contractors”)
Field Service Technicians / Engineers
Insurance Special Investigators
IT Employees (Systems Administrators, Conversion Analysts, Systems Engineers, Business Analysts)
Mortgage Industry Employees
Mortgage Loan Underwriters
Mortgage Loan Officers
Nurses (LPNs are not usually considered “professionals”)
News Reporters (whose reporting is usually routine)
Real Estate Agents
Servers / Waiters / Restaurant Employees
At this time, we are also conducting investigations into overtime practices of the following companies:
Bed Bath & Beyond
Most often, wage and hour violations are due to misclassification of employees. Under federal and state law, all employees must be paid for the amount of hours they work and must be paid overtime, or time-and-a-half, for any hours worked over 40.
However, employers can pay the employees on a salary basis, without overtime, if they meet one of a few exemptions. Exemptions include executive, administrative and professional. Each of these has very specific criteria. The job duties must match these criteria.
Sometimes, the employee may “promote” a non-exempt employee to higher position and declare him or her exempt without changing his or her job duties. Other violations are caused by misapplication of criteria, such as saying an employee works in operations when that employee truly works in production.
Other violations, especially for restaurant employees, occur when the employer does not follow specific exceptions to minimum wage, such as paying the lower server rate even for time the server spends cleaning and stocking, i.e., not waiting on customers.
If you work in any of these fields, you may have a wage and hour case if you aren’t being paid hourly and being paid overtime. Fill out our online form.