Every Pomfret employee is protected by a set of acts and laws enacted by the U.S. federal government and the State of Connecticut.
- Federal Minimum Wage
- Connecticut Minimum Wage
- Family and Medical Leave Act
- Connecticut Discrimination
- Connecticut Sexual Harassment
- Connecticut Paid Sick Leave
- Job Safety & Health
- Equal Employment Opportunity
- Employee Polygraph Protection Act
- Uniformed Services Employment and Reemployment Rights
- Right to Work
- Notice of Asbestos Management Plan
The federal minimum wage for covered nonexempt employees is $7.25 per hour effective July 24, 2009. The federal minimum wage provisions are contained in the Fair Labor Standards Act (FLSA). Many states also have minimum wage laws. Many states also have minimum wage laws. In cases where an employee is subject to both the state and federal minimum wage laws, the employee is entitled to the higher of the two minimum wages.
The Connecticut state minimum wage rate is $10.10 per hour. This is greater than the Federal Minimum Wage of $7.25. You are entitled to be paid the higher state minimum wage. The minimum wage applies to most employees in Connecticut, with limited exceptions including tipped employees, some student workers, and other exempt occupations. Connecticut's minimum wage rate is linked to a Customer Price Index, which is intended to raise the rate along with inflation. The current minimum wage rate is re-evaluated yearly based on these values.
The Family and Medical Leave Act of 1993 (FMLA) is a United States federal law requiring covered employers to provide employees with job-protected and unpaid leave for qualified medical and family reasons. Qualified medical and family reasons include: personal or family illness, family military leave, pregnancy, adoption, or the foster care placement of a child. The FMLA is administered by the Wage and Hour Division of the United States Department of Labor.
The Connecticut Human Rights and Opportunities Act makes it illegal for an employer to discriminate on the basis of race, color, religious creed, sex, national origin, age, ancestry, marital status, disability (learning, mental, intellectual, physical), sexual orientation, gender identity or expression, genetic information, and criminal record (in state employment & licensing only).
Connecticut law differs from the federal Age Discrimination in Employment Act (ADEA). Connecticut state law protects workers under 40, whereas the ADEA only covers workers over 40. Connecticut law also provides broader protection for disabled employees than the similar federal statute, the Americans with Disabilities Act, because it does not require that the employee have a substantial limitation of a major life activity. Instead, it defines a disability as a chronic impairment.
Connecticut employers with 50 or more employees on its payroll must provide paid sick leave annually to each of its service workers in the state. The accrual is at a rate of one hour of paid sick leave for each 40 hours worked by a service worker up to a maximum of 40 hours per year.
With the Occupational Safety and Health Act of 1970, Congress created the Occupational Safety and Health Administration (OSHA) to assure safe and healthful working conditions for working men and women by setting and enforcing standards and by providing training, outreach, education and assistance. OSHA is part of the United States Department of Labor.
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
The Employee Polygraph Protection Act of 1988 (EPPA) is a United States federal law that generally prevents employers from using polygraph (lie detector) tests, either for pre-employment screening or during the course of employment, with certain exemptions.
The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) protects civilian job rights and benefits for veterans and members of Reserve components. USERRA also protects service member rights and benefits by clarifying the law, improving enforcement mechanisms, and adding Federal Government employees to those employees already eligible to receive Department of Labor assistance in processing claims.
U.S. law requires companies to employ only individuals who may legally work in the United States — either U.S. citizens, or foreign citizens who have the necessary authorization. Pomfret uses E-Verify, which is an internet-based system, to determine the eligibility of its employees to work in the United States.
Employers may not use E-Verify to pre-screen job applicants and may not limit or influence the choice of documents you present for use on the Form I-9.
In most cases, employers cannot deny you a job or fire you because of your national origin or citizenship status or refuse to accept your legally acceptable documents. Employers cannot reject documents because they have a future expiration date. Employers cannot terminate you because of E-Verify without giving you an opportunity to resolve the problem. In most cases, employers cannot require you to be a U.S. citizen or a lawful permanent resident.
POSTED DECEMBER 31, 2017
In accordance with EPA 40 CFR Part 763 titled “Asbestos Hazard Emergency Response Act,” we are required to inform you that Asbestos-Containing Building Materials (ACBM) are present in specific locations in the school. The school has an Asbestos Management Plan in place to maintain these materials. The materials are maintained in accordance with the school’s Asbestos Operations and Maintenance (O&M) Program, which is a program designed to prevent asbestos fiber release through proper cleaning and proper building maintenance and repair.
As part of this program, the materials are inspected every six (6) months to monitor the materials for changes in the condition of the ACBM. In addition, the school buildings are thoroughly re-inspected every three (3) years by a licensed Asbestos Inspector following the same basic criteria as in the original inspection, and in accordance with State of Connecticut Department of Public Health regulations. The Asbestos Management Plan is located in the Maintenance Department Office and is available for review during normal business hours. Should there be any questions concerning our Asbestos Management Plan, please contact Brenda Bullied, director of facilities, at 860-963-5228.
- Parent Notification in “Around the Sundial” (early Jan. 2018)
- Email to Trustees (early Jan. 2018)
- Email to All Employees (early Jan. 2018)
- Document posted in all departments (early Jan. 2018)
- Document updated on school website (early Jan. 2018)