Connecticut weekly overtime: 1.5× past 40 hours.
Connecticut requires overtime pay at 1.5× regular rate for hours worked past 40 in a workweek under Conn. Gen. Stat. § 31-76c. The state law mirrors federal FLSA's 40-hour weekly trigger — Connecticut does not impose a daily overtime requirement (unlike California's 8-hour daily trigger or Colorado's 12-hour rule). The regular rate calculation includes hourly base, commissions, nondiscretionary bonuses, and shift differentials per FLSA Part 778. Unpaid overtime triggers double damages by default under Conn. Gen. Stat. § 31-72 — making accurate OT calculation operationally essential.
Weekly Overtime Calculation
Enforces 1.5× past 40 hours per workweek under § 31-76c. Includes commissions, nondiscretionary bonuses, shift differentials in regular rate per FLSA Part 778. Surfaces double-damages exposure on unpaid OT.
What those rules do as hours accumulate.
The hero card configuration: Block on missed OT, Critical on double-damages exposure.
When a workweek totals more than 40 hours and the OT premium has not been applied at 1.5× regular rate (including commissions, nondiscretionary bonuses, and shift differentials per FLSA Part 778), the timesheet save fails.
Unpaid overtime triggers double damages by default under Conn. Gen. Stat. § 31-72. Employer must affirmatively prove "good faith belief" that the underpayment complied with law to escape doubling. Plus mandatory attorney fees and court costs. 2-year SOL on unpaid wage claims (3 years for willful).
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FLSA mirror at 40 hours, with double-damages exposure.
Connecticut's overtime framework is structurally simple — federal-style 40-hour trigger, 1.5× rate. The complexity is on the back end: regular rate calculation precision, exempt classification with the narrow $684 federal salary gap, and double-damages exposure on any underpayment.
FLSA mirror — 40-hour weekly trigger
Connecticut's overtime law (Conn. Gen. Stat. § 31-76c) mirrors federal FLSA's 40-hour weekly trigger. Hours past 40 in a fixed 168-hour workweek must be paid at 1.5× regular rate. Connecticut does NOT impose a daily overtime trigger — workers can work 12-hour days at straight time as long as the weekly total stays under 40. This contrasts with California (8-hour daily) and Colorado (12-hour daily under COMPS Order). Most Connecticut operators run on the federal-style 40-hour weekly framework.
Regular rate calculation
Per FLSA 29 CFR Part 778 (which Connecticut adopts), the regular rate includes hourly base rate, commissions, nondiscretionary bonuses, shift differentials, and most other compensation paid for hours worked. Excluded: discretionary bonuses, gifts, payments for time not worked, profit-sharing plans, certain employee benefits. Misallocation of compensation between regular rate and excluded categories is a common source of wage claims.
Teambridge runs FLSA OT at 40 hours and surfaces double-damages exposure.
The 40-hour FLSA trigger is operationally simple — accuracy on regular rate calculation and exempt classification is where most operators encounter exposure.
Hours summed across shift days.
Each fixed workweek's hours are summed across shift days. Hours past 40 trigger the OT premium under § 31-76c.
Commissions + bonuses + differentials in rate.
Regular rate is calculated to include commissions, nondiscretionary bonuses, and shift differentials per FLSA Part 778. Discretionary bonuses and gifts are excluded.
$684/wk federal threshold + duties test.
Exempt workers are validated against $684/week federal threshold and the duties test under 29 CFR Part 541. Below threshold → non-exempt regardless of duties.
Unpaid OT cumulative liability.
Cumulative unpaid OT exposure is tracked across pay periods with double-damages multiplier shown. Operators see the running liability before audit.
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