Payroll Connecticut, Unique Aspects of Connecticut Payroll Law and Practice

The Connecticut State Agency that oversees the collection and reporting of State income taxes deducted from payment checks is: Department of Revenue Services 25 Sigourney Street Hartford, CT 06106 860-297-5962 800-382-9463 www.drs.state.ct.us/index.html Connecticut requires that you use Connecticut form “CT-W4, Employee's Withholding or Exemption Certificate” instead of Federal W-4 Form for Connecticut State Income Tax…

The Connecticut State Agency that oversees the collection and reporting of State income taxes deducted from payment checks is:

Department of Revenue Services

25 Sigourney Street

Hartford, CT 06106

860-297-5962

800-382-9463

www.drs.state.ct.us/index.html

Connecticut requires that you use Connecticut form “CT-W4, Employee's Withholding or Exemption Certificate” instead of Federal W-4 Form for Connecticut State Income Tax Withholding.

Not all states allow salary reductions made under Section 125 cafeteria plans or 401 (k) to be treated in the same manner as the IRS code allows. In Connecticut cafeteria plans are: not taxable for income tax calculation; taxable for unemployment insurance purposes. 401 (k) plan deferrals are: not taxable for income taxes; taxable for unemployment purposes.

In Connecticut no special rate for taxing supplementary charges instead supplementary foods are to be aggregated.

You must file your Connecticut State W-2s by magnetic media if you have at least 25 W2's to file and are required to file your federal W-2s by magnetic media.

The Connecticut State Unemployment Insurance Agency is:

Unemployment Insurance Tax Division

Connecticut Labor Department

200 Folly Brook Blvd.

Wethersfield, CT 06109-1114

860-263-6550

www / ctdol.state.ct.us / uitax / txmenu.htm

The State of Connecticut taxable wage base for unemployment purposes is wages up to $ 15,000.00.

Connecticut requires Magnetic media reporting of quarterly wage reporting if the employer has at least 250 employees that they are reporting that quarter.

Unemployment records must be retained in Connecticut for a minimum period of four years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; pay pay periods and pay dates; date and circumstances of termination.

The Connecticut State Agency charged with enforcing the state wage and hour laws is:

The Department of Labor

Wage and Workplace Standards Division

200 Folly Brook Blvd.

Wethersfield, CT 06109

860-263-6790

www.ctdol.state.ct.us/

The state minimum wage in Connecticut is $ 7.10 per hour.

The general provision in Connecticut concern paying overtime in a non-FLSA covered employer is one and one half times regular rate after 40-hour week.

Connecticut State new hire reporting requirements are that every employer must report every new hire, rehire and contractor if the contract exemptions $ 5,000.00 for a calendar year. . The employer must report the federally required elements of:

  • Employee's name
  • Employee's address
  • Employee's social security number
  • Employer's name
  • Employers address
  • Employer's Federal Employer Identification Number (EIN)
  • For contractors state EIN

This information must be reported within 20 days of the hiring or rehiring.
The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is a no penalty for a late report in Connecticut.

The Connecticut new hire reporting agency can be reached at 860-263-6310 or on the web at http://www.ctdol.state.ct.us/lmi/newhire.htm

Connecticut does not allow compulsory direct deposit

Connecticut requires the following information on an employee's pay stub:

  • Gross and Net Earnings
  • straight time and overtime pay
  • hours worked
  • itemized discounts

In Connecticut the statutory requirement concern pay frequency is weekly, however, pay frequency can be as long as monthly if the Connecticut Labor Commissioner agreements. The lag time between when the services are performed and when the employee must be paid can not exceed 8 days.

Connecticut payroll law requires that involuntarily terminated employees must be paid their final pay by the next business day however if the employee is suspended during a labor dispute or laid over the employer has until the next regular payday.

Voluntarily terminated employees must be paid their final pay by the next regular payday.

Deceased employee's wages up to $ 20,000.00 need to be paid to the surviving spouse or next of kin; or to the funeral director or physician if they have a preferred claim. The wages are paid upon application from the surviving spouse or next of kin; or upon affidavit of debt due from the funeral director or physician.

Escheat laws in Connecticut require that unclaimed wages be paid over to the state after three years.

The employer is further required in Connecticut to keep a record of the wages abandoned and turned over to the state for a period of 10 years.

There is a provision in Connecticut law that tip credits of up to $ 2.02 per hour against State minimum wages.

In Connecticut the payroll laws covering mandatory rest or meal breaks are: a 30-minute meal period during a 7 and one half-hour shift. Taking place after the first two hours and before the last two hours of the shift.

There is no provision in Connecticut law concerning record retention of wage and hour mandates a retention period of not less than three years.

The Connecticut agency charged with enforcing Child Support Orders and laws is:

Department of Social Services

Child Support Enforcement Program

25 Sigourney

Hartford, CT 06105-5033

800-842-1508

www.dss.state.ct.us/svcs/csupp.htm

Connecticut has the following provisions for child support discounts:

  • When to start Withholding? First pay period after 14 days from service
  • When to send Payment? Within 7 days of Payday.
  • When to send Termination Notice? “Promptly”
  • Maximum Administrative Fee? No provision.
  • Withholding Limits? 85% of first $ 145.99 exempt

Please note that this article is not updated for changes that can and will happen from time to time.