Connecticut-Specific Posting Requirements
Below are some of the posters required by law to be posted in the workplace.
Federal Labor Law Posters Required in Connecticut
- Equal Employment Opportunity – EEO
- Equal Employment Opportunity – EEO Supplement
- Federal Minimum Wage Poster
- Family and Medical Leave Act (FMLA) Poster
- Occupational Safety and Health Administration (OSHA) Job Safety and Health Poster
- Employee Polygraph Protection Act Poster
- Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster
Connecticut Managed Care: This poster provides employees with resources that help them understand what choices they have for health insurance. OHA is an independent state agency that provides advocacy services for Connecticut healthcare consumers. OHA does not replace employee insurance. Rather, they hold insurance companies accountable to the consumer and help resolve healthcare issues. Per Connecticut Statute 38a-1046, employers must post the Healthcare Advocate’s poster in the workplace.
Connecticut Mercantile and Retail: This notice must be posted and maintained wherever persons covered by this order are employed. This notice discloses the current Minimum Wage rates, Overtime, Payment of Wages, and Record-Keeping.
Connecticut Mercantile and Retail (Connecticut Law Regarding Employment of Minors): This notice must be posted for employers who employe minors. This notice outlines the detailed rules regarding the days, times, and hours, and positions a minor is allowed to work. Under Connecticut, law minors can be employed as baggers, cashiers or stock clerks in most mercantile/retail establishments and may work during non-school weeks only – for no longer than 8 hours per day, 40 hours per week, between 7 a.m. and 7 p.m., except from July 1 through Labor Day, when evening hours may be extended until 9 p.m. Retail food stores may employ 15-year-old minors on Saturdays only until 7 p.m. for no longer than 8 hours during the school year.
Connecticut Restaurant and Food Service (English / Spanish): This notice must be posted and maintained wherever persons covered by this order are employed. This notice discloses the current Minimum Wage rates, Overtime, Payment of Wages, and Record-Keeping.
Connecticut Restaurant and Food Service (Connecticut Law Regarding Employment of Minors): This notice must be posted for employers who employe minors. This notice outlines the detailed rules regarding the days, times, and hours, and positions a minor is allowed to work. Each person who employs a minor under the age of eighteen years shall obtain a certificate stating the age of such minor as provided in section 10-193. Such certificates shall be kept on file at the place of employment and shall be available at all times during business hours to the inspectors of the Labor Department.
Connecticut Wage & Workplace Administrative Regulations (English / Spanish) : These Administrative Regulations must be posted and maintained wherever workers covered by this Act are employed.
Connecticut Workers’ Compensation Commission: The Workers’ Compensation Act requires employers to provide benefits to employees in cases where an injury or occupational disease has occurred during the course of employment. Section 31-294b of the Workers’ Compensation Act states, “If the employee fails to report the injury immediately, the commissioner may reduce the award of compensation proportionately to any prejudice that he finds the employer has sustained by reason of the failure, provided the burden of proof with respect to such prejudice shall rest upon the employer.”
Electric Monitoring: Employers engaged in electronic monitoring of telephones, cameras (including hidden), computer, radio, wire, electromagnetic, photoelectronic or photo-optical are required to give prior notice to employees. “Electric monitoring” means any person who performs a service for an employer in the business of an employer.
Discrimination Notice: Connecticut law prohibits discrimination in Connecticut law prohibits discrimination in Employment, Housing & Public Accommodations or Credit Transactions on the basis of age, ancestry, breastfeeding in a place of, public accommodation, color, familial status (in housing), lawful source of income, learning disability, marital status, mental disability, intellectual disability, national origin, physical disability, race, religious creed, sex, transgender status, gender identity, or expression, sexual orientation or civil union status use of a guide dog/training a guide dog, or Veteran status.
Sexual Harassment Notice: Sexual Harassment is Illegal and is prohibited by The Connecticut Discrimination Employment Practices Act. This notice must be posted by all employers in Connecticut.
Pregnancy Discrimination Notice (English / Spanish): No employer may discriminate against an employee or job
applicant because of her pregnancy, childbirth or other related conditions (e.g., breastfeeding or expressing milk at work). Employers with 3 or more employees are considered “covered employers) and must comply with these anti-discrimination and reasonable accommodation laws related to an employee or job applicant’s pregnancy, childbirth or related conditions, including lactation.