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As we first blogged on May 17, 2019, the Connecticut state hourly minimum wage will increase on August 1, 2021 from $12.00 to $13.00. The change, made pursuant to Public Act 19-4, “An Act Increasing the Minimum Fair Wage,” will be the third of five scheduled annual increases to Connecticut’s hourly minimum wage since 2019. A breakdown of the remaining increases under the Act is as follows:
$13.00 on August 1, 2021;
$14.00 on July 1, 2022; and
$15 on June 1, 2023.
Additional increases after 2023 will be tied to the federal Employment Cost Index calculated by the U.S. Department of Labor’s Bureau of Labor Statistics.
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Employees who claim that their employers misclassified them as exempt from the overtime requirements of Massachusetts law frequently attempt to recover overtime pay for hours worked outside the statute of limitations applicable to statutory overtime claims. In pursuing these claims, employees often argue that the statute of limitations should be tolled because their employers misrepresented their entitlement to overtime pay to them, and/or they assert common law claims that have a longer statute of limitations. In cases where they experience some form of adverse action, employees often also assert a retaliation claim based on vague statements that they made to their employers about their exempt status and compensation. The Massachusetts Appeals Court’s recent decision in