Legal Resources for
Labor and Employment Law
 
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Serving the community for over 70 years with a full range of legal services
 
 

labor group shot

Pictured above (left to right), top row: Attorneys Michael Carey, Matthew Shafner, Eileen Duggan,
Hinda Kimmel, Bryan Fiengo and Eric Callahan.  Bottom row:  Paralegal Mary Wyatt,
Legal Assistant Lora Murphy and Paralegal Judith Flemming.
 
 
SUMMER EMPLOYMENT
 
Minors:
 
As summer months approach, please keep in mind the following rules, regulations and guidelines when hiring minors for temporary, part-time or full-time positions.  
 
Employers subject to both state and federal laws regulating the employment of minors must comply with the more stringent provisions of the two laws. When hiring minors, employers need to consider time and hour restrictions and permitted occupations or industries (see www.dol.gov, or www.ctdol.state.ct.us for more information).
 
A Statement of Age, Connecticut Form ED-301, commonly referred to as working papers, is required paperwork for the hiring of minors. To be issued working papers, minors need to bring to their high school administration or superintendent of schools a written promise of employment from their prospective employer along with evidence of age and U.S. Citizenship (i.e., original birth certificate, driver's license, passport, etc.). The promise of employment letter should include the minor's name, starting hourly salary, hours to be worked per week, and it should be signed and dated by the prospective employer. The Connecticut State Department of Education website provides a Working Papers Manual with further information.
 
14 & 15 year-old minors permitted occupations:*
  • Agriculture
  • Street Trades (newspaper delivery, shoe shining, babysitting, etc.)
  • Hospitals (no food service or laundry)
  • Convalescent homes (no food service or laundry)
  • Hotels and motels (no food service or laundry)
  • Banks, insurance companies, professional offices (lawyers, CPAs, etc.)
  • Municipalities (library attendants, recreation departments, etc.)
  • Golf caddies (at any municipal or private golf course)
  • Acting
  • Household chores (yard work, etc.)
  • Licensed summer camps
  • Mercantile / solicitation (15 year olds may be employed or permitted to work in any mercantile establishment as a bagger, cashier or stock clerk; see P.A. 08-108)
 
*An additional list regarding prohibited occupations for minors under 18 may be found at www.ctdol.state.ct.us
  
 
14 & 15 year-old minors may not be employed:  
  • During school hours.
  • Before 7 a.m. or after 7 p.m., except from July 1 to Labor Day, when evening hours extend to 9 p.m.
  • More than 3 hours per day on school days or 8 hours on non-school days.
  • More than 18 hours a week in school weeks or 40 hours in non-school weeks.
Wages for Minors:
 
For minors working in agriculture or government, sub-minimum rate is 85% ($7.01 per hour) of minimum wage; for minors working in other industries, this subminimum rate is 85% of minimum wage, but only for the first 200 hours.
 
 
ADDITIONAL EMPLOYMENT GUIDELINES
 
Wages:

Minimum wage as of January 1, 2010, is $8.25 per hour. If an employee is terminated, any wages due must be paid by the next business day. However, if an employee quits or is laid off, payment of wages are due the next regular pay day.

Overtime: 

Employers are required to pay overtime (1 � times the employee's regular rate of pay), after more than forty (40) hours of actual work in the same work week. Employers are not, however, required to pay overtime after an employee works more than eight (8) hours in one day or on a Sunday or holiday, unless provided for in an employee agreement and/or an employee handbook.

Benefits:

While breaks are not required by State law, it is required that an employer provide a meal period of thirty (30) minutes for employees working seven and one-half  (7 �) hours or more consecutively. Vacation pay, sick pay and holiday pay are not required by law; rather, they are considered fringe benefits provided at the discretion of the employer.

Records:
 
The employer's records need to include:
  • Employee's occupation.
  • Hourly, daily or weekly basic wage, as well as the overtime wage.
  • Total wages paid each pay period along with additions and/or deductions from same.
  • Total daily and total weekly hours worked, showing the beginning and ending time of each work period, computed to the nearest unit of 15 minutes.
HIRE ACT
 
The Hiring Incentives to Restore Employment Act ("Hire") provides two new tax benefits to employers hiring workers who were previously unemployed or only working part time. Employers (businesses, agricultural employers, tax-exempt organizations and public colleges and universities) who hire unemployed workers from Feb. 3, 2010 through December 31, 2010, may qualify for a 6.2% payroll tax incentive, exempting them from the employer share of Social Security taxes (this would have no effect on the employee's future Social Security benefits). In addition, for each worker retained at least one year, businesses may claim an additional general business tax credit, up to $1,000 per worker, when filing their 2011 tax returns. 
 
The two new federal tax benefits are especially helpful to employers adding positions to payrolls. New hires filling existing positions also qualify but only if replacing an employee who left voluntarily or for cause. Family members and other relatives hired do not qualify. Revised forms and further details will be posted on the IRS.gov website.
 
 Attorney Spotlight
 
 Hinda Kimmel 
 
Attorney Hinda K. Kimmel
Director of the Firm 

Attorney Kimmel earned her Bachelors Degree from Mills College and her Masters Degree in Special Education from California State University.  In 1994, after receiving her Juris Doctor (magna cum laude) from New England School of Law, Ms. Kimmel joined the firm of Suisman Shapiro.

She regularly consults with municipal and private employers on discriminatory employment practices, and advises on or conducts internal investigations of alleged discrimination or employee misconduct, including sexual harassment investigations.  Ms. Kimmel frequently defends employers in discrimination actions before the Connecticut Commission on Human Rights and Opportunities.  Ms. Kimmel often consults with employers on the development and implementation of policies and procedures, and prepares or revises employee handbooks.

 

Attorney Kimmel is a former special education teacher who has applied her past and current expertise to counsel clients in the areas of elementary and secondary student rights, access to services and discriminatory practices.

 

Attorney Kimmel is a member of the New London County Bar Association and the Connecticut Bar Association. She has served on the boards of a number of charitable organizations, including the Women's Center of Southeastern Connecticut. She currently serves on the Board of Directors of the Jewish Federation of Eastern Connecticut.

 

Ms. Kimmel may be reached at her direct extension, (860) 271-2237, or via email,  [email protected].

 
SHARED WORK PROGRAM 
 
Connecticut's Shared Work Program is a voluntary program providing an alternative to layoffs for employers faced with a temporary decline in business. Rather than lay off a percentage of the workforce to cut costs, an employer may reduce the hours and wages of all or a particular group of employees. The employees whose hours and wages are reduced can receive partial unemployment insurance benefits to supplement their lost wages.
These partial benefits are made possible through special eligibility regulations governing the Shared Work Unemployment Compensation Program.
 
  
About Our Law Firm
  

lighthouse

 
Since Charles Suisman, Max Shapiro and Louis Wool established themselves as skilled eastern Connecticut attorneys in the 1930's and collaborated in the 1950's to form our firm, we have been protecting the interests of average citizens. As our firm has grown, our attorneys have continued to offer innovative, effective solutions for legal problems. Residents and businesses in Connecticut have responded - Suisman Shapiro is now the largest law firm in eastern Connecticut.
 
Even when Mr. Suisman was joined by partners Max Shapiro and Louis Wool in the 1950's, a general practice attorney could still handle most matters capably. Since then the law has changed. In order to offer comprehensive and effective counsel for today's more complex legal environment, each of our attorneys now focuses on specific practice areas.

Suisman Shapiro continues its tradition of giving back to southeastern Connecticut and participates in many community programs such as scholarships, fundraisers, sponsorships and donations. 
 
The Suisman Shapiro offices are located at 2 Union Plaza, just down the street from the Courthouse in New London, CT  06320.
 
Visit our web site at:  
 
 www.suismanshapiro.com 
 
Or Call:
 
860.442.4416 
 
 
Next Issue:
 Municipal and Land Use Update