[EMPLOYER LEGAL NAME]

Employee Handbook – State of Connecticut

[// GUIDANCE: Replace bracketed placeholders (e.g., [EMPLOYER LEGAL NAME]) with client-specific information prior to issuance. Double–check all bracketed statutory citations for current accuracy before finalizing.]

TABLE OF CONTENTS

I. Document Header
II. Definitions
III. Operative Provisions (Policies & Procedures)
  A. Employment Relationship
  B. Equal Employment Opportunity & Anti-Discrimination
  C. Wage & Hour Practices
  D. Time Off & Leave of Absence Policies
  E. Benefits & Insurance
  F. Workplace Conduct & Discipline
  G. Health, Safety & Security
  H. Technology, Privacy & Confidentiality
  I. Complaint-Resolution & Open-Door Policy
IV. Representations & Warranties
V. Covenants & Restrictions
VI. Default & Remedies
VII. Risk Allocation
VIII. Dispute Resolution
IX. General Provisions
X. Execution Block (Employee Acknowledgment)

I. DOCUMENT HEADER

1. Title; Parties.
   This Employee Handbook (the “Handbook”) is issued by [EMPLOYER LEGAL NAME], a [STATE OF INCORPORATION] [corporation/LLC/etc.] (the “Company”), for distribution to all employees employed in the State of Connecticut (each, an “Employee”).

2. Effective Date. [EFFECTIVE DATE]

3. Jurisdiction & Governing Law.
   This Handbook shall be interpreted in accordance with the laws of the State of Connecticut and applicable federal law.

4. Consideration.
   Receipt of this Handbook and the continued employment or engagement of each Employee constitutes adequate consideration for the policies, procedures, and obligations herein.

5. Disclaimer – Not a Contract of Employment.
   Nothing in this Handbook shall be construed to create an express or implied contract of employment or to alter the at-will employment relationship unless and until a separate, written agreement signed by the Chief Executive Officer expressly provides otherwise.

II. DEFINITIONS

The following capitalized terms are used throughout this Handbook:

“Arbitration Agreement” – A written agreement between the Company and an Employee to submit certain claims to binding arbitration in accordance with Section VIII.

“At-Will Employment” – Employment that may be terminated by either the Company or the Employee at any time, with or without cause or notice, subject only to applicable law.

“Connecticut Paid Leave Authority” – The quasi-public agency that administers the Connecticut Paid Family and Medical Leave Program.

“Eligible Employee” – An Employee who satisfies statutory eligibility criteria for a specific benefit or leave (e.g., hours-worked requirement for overtime, days-worked requirement for FMLA, etc.).

“Harassment” – Unwelcome conduct based on protected characteristics that is unlawful under applicable federal or state law.

“Protected Class” – Any class of persons protected against discrimination under Conn. Gen. Stat. § 46a-60(a) et seq. and applicable federal statutes (e.g., Title VII, ADA, ADEA, GINA).

“Service Worker” – As defined in Conn. Gen. Stat. § 31-57r(7) (for purposes of paid sick leave).

“Working Time” – All time an Employee is suffered or permitted to work, including certain travel time, training, and on-call time as regulated by federal and Connecticut wage-hour laws.

[// GUIDANCE: Add/delete defined terms as appropriate. Ensure all capitalized terms are used consistently.]

III. OPERATIVE PROVISIONS (POLICIES & PROCEDURES)

A. Employment Relationship

1. At-Will Statement.
   Employment with the Company is At-Will. Nothing contained in this Handbook, in Company policies, or in oral statements shall be construed to create a contract of employment. Only a written agreement signed by the [TITLE OF AUTHORIZED OFFICER] can modify At-Will status.

2. Introductory Period.
   Newly hired Employees serve a [90-DAY] Introductory Period during which performance and suitability are evaluated. Completion of the Introductory Period does not alter At-Will status.

B. Equal Employment Opportunity & Anti-Discrimination

1. Policy Statement.
   The Company provides equal employment opportunities to all Employees and applicants without regard to race, color, religion, age, sex (including pregnancy, sexual orientation, gender identity or expression), national origin, ancestry, veteran status, genetic information, disability, or any other status protected by law.

2. Applicable Law.
   This policy is governed by, inter alia, Conn. Gen. Stat. § 46a-60(a) and Title VII of the Civil Rights Act of 1964.

3. Reasonable Accommodation.
   a. Disabilities – Reasonable accommodations will be provided in accordance with the Americans with Disabilities Act and Conn. Gen. Stat. § 46a-60(b)(1).
   b. Pregnancy – The Company provides accommodations for pregnancy, childbirth, and related conditions as required by Conn. Gen. Stat. § 46a-60(a)(7).

4. Anti-Harassment.
   Harassment of any kind is strictly prohibited. Employees are required to complete state-mandated sexual harassment prevention training within ninety (90) days of hire and every ten (10) years thereafter.

5. Complaint Procedure.
   Reports of discrimination or harassment should be made promptly to [TITLE OR DEPARTMENT]. Anonymous reporting is available via [HOTLINE/EMAIL]. Retaliation against complainants is prohibited.

C. Wage & Hour Practices

1. Classification of Employees.
   Employees are classified as Exempt or Non-Exempt in accordance with the Fair Labor Standards Act (“FLSA”) and Connecticut’s Minimum Wage Act.

2. Timekeeping.
   All Employees must accurately record Working Time via [TIMEKEEPING SYSTEM]. Altering another Employee’s record is grounds for immediate discipline.

3. Pay Period & Payday.
   Employees are paid [WEEKLY/BI-WEEKLY] on [DAY] in compliance with Conn. Gen. Stat. § 31-71b.

4. Minimum Wage.
   The Connecticut minimum hourly wage is [$___] or such higher rate as may be established by law.

5. Overtime.
   Non-Exempt Employees will be paid one and one-half (1½) times the regular rate for all hours worked in excess of 40 per workweek, subject to exemptions under Conn. Gen. Stat. § 31-76c. All overtime must be approved in advance.

6. Meal Periods.
   Employees who work 7½ consecutive hours are entitled to an unpaid 30-minute meal period, ordinarily scheduled after the first two (2) hours and before the last two (2) hours of work in compliance with Conn. Gen. Stat. § 31-51ii.

7. Wage Deductions.
   Deductions from wages will be made only as permitted by law or with written authorization.

D. Time Off & Leave of Absence Policies

1. Connecticut Paid Sick Leave.
   a. Eligibility. Service Workers accrue paid sick leave at a rate of one (1) hour for every forty (40) hours worked, up to forty (40) hours per calendar year.
   b. Use. Paid sick leave may be used for the Employee’s or a covered family member’s illness, preventive care, or for reasons related to family violence or sexual assault.
   c. Carry-Over & Front-Loading. [SELECT POLICY]

2. Connecticut Family & Medical Leave (CT FMLA).
   Eligible Employees may take up to twelve (12) weeks of job-protected leave in a 12-month period for qualifying reasons. Certain military-related exigency and caregiver leave may extend the entitlement.

3. Connecticut Paid Family & Medical Leave Program (“CT PFML”).
   Wage replacement benefits may be available through the Connecticut Paid Leave Authority. Employees must submit required documentation and coordinate with Human Resources.

4. Federal Family & Medical Leave Act (FMLA).
   Where both CT FMLA and federal FMLA apply, leave will run concurrently to the maximum extent permitted.

5. Other Statutory Leaves.
   a. Jury Duty – Paid up to five (5) days per Conn. Gen. Stat. § 51-247a.
   b. Voting Leave – Unpaid leave of up to two (2) hours for state elections when requested in advance.
   c. Military Leave – In accordance with USERRA and Conn. Gen. Stat. § 27-33a.
   d. Victim of Family Violence Leave – Up to twelve (12) days per calendar year.

[// GUIDANCE: Insert any Company-provided PTO or vacation policy here. Identify accrual method, carry-over, and payout rules.]

E. Benefits & Insurance

1. Health, Dental, and Vision Insurance.
   Eligibility begins on [FIRST DAY OF MONTH FOLLOWING ___ DAYS] of employment. Benefits are governed by plan documents, which supersede any conflicting statement herein.

2. Retirement Plan.
   The Company sponsors a [401(k)/SIMPLE IRA] plan. Eligibility, matching, and vesting are determined by the Summary Plan Description.

3. Workers’ Compensation.
   Employees injured in the course of employment must report the injury immediately to [TITLE/DEPARTMENT]. Benefits are provided in accordance with Conn. Gen. Stat. § 31-275 et seq.

4. Employee Assistance Program (EAP).
   Confidential counseling is available through [EAP PROVIDER].

F. Workplace Conduct & Discipline

1. Standards of Conduct.
   Employees are expected to conduct themselves professionally, courteously, and lawfully. Prohibited conduct includes, but is not limited to, theft, violence, insubordination, falsification of records, and violation of safety rules.

2. Progressive Discipline.
   The Company may, at its discretion, utilize verbal warnings, written warnings, suspension, and termination. However, the Company reserves the right to bypass steps depending on the severity of misconduct.

3. Indemnification for Employee Conduct.
   To the fullest extent permitted by law, each Employee agrees to indemnify and hold the Company harmless from any loss, liability, or expense arising out of the Employee’s willful misconduct, gross negligence, or violation of Company policy.

G. Health, Safety & Security

1. Occupational Safety.
   The Company complies with the Occupational Safety and Health Act (“OSHA”) and state occupational safety regulations. Employees must follow all safety instructions and immediately report unsafe conditions.

2. Drug-Free Workplace.
   Possession, use, distribution, or sale of illegal drugs or unauthorized alcohol on Company premises or during working time is strictly prohibited. The Company reserves the right to conduct reasonable suspicion and post-accident drug testing in accordance with Conn. Gen. Stat. § 31-51t et seq.

3. Workplace Violence Prevention.
   Weapons, threats, and violent acts are forbidden on Company property. Violations may result in immediate termination and referral to law enforcement.

4. Smoke-Free & Vape-Free Policy.
   Smoking, including e-cigarettes and vaping devices, is prohibited inside Company facilities and vehicles. Designated outdoor areas, if any, will be identified.

5. Lactation Accommodation.
   A private, sanitary lactation room and reasonable break time will be provided in accordance with Conn. Gen. Stat. § 31-40w.

H. Technology, Privacy & Confidentiality

1. Acceptable Use of Technology.
   Company-provided systems are to be used predominantly for business purposes. Employees have no reasonable expectation of privacy in Company systems, which may be monitored subject to Conn. Gen. Stat. § 31-48d (electronic monitoring).

2. Social Media.
   Employees must not represent themselves as speaking on behalf of the Company without authorization and must not disclose proprietary or confidential information.

3. Confidential Information.
   Employees shall safeguard and not disclose confidential or proprietary information obtained during employment, both during and after employment, except as authorized or required by law.

I. Complaint-Resolution & Open-Door Policy

1. Internal Complaint Procedure.
   Employees are encouraged to raise concerns with their supervisor or Human Resources without fear of retaliation.

2. External Reporting.
   Nothing in this Handbook is intended to limit an Employee’s right to report possible violations of law to government agencies or to participate in investigations.

IV. REPRESENTATIONS & WARRANTIES

1. Company Representations.
   a. The Company has full authority to issue this Handbook.
   b. The policies herein comply, to the best of the Company’s knowledge, with applicable federal and Connecticut laws as of the Effective Date.

2. Employee Representations.
   By acknowledging receipt, the Employee represents that he or she has read, understands, and agrees to comply with the policies contained herein.

3. Survival.
   Confidentiality, arbitration, indemnification, and other obligations that by their nature should survive termination shall survive termination of employment.

V. COVENANTS & RESTRICTIONS

1. Affirmative Covenants of Employees.
   a. Comply with all policies, procedures, and lawful directives.
   b. Report promptly any suspected violations of law or policy.

2. Negative Covenants.
   a. No unauthorized disclosure of Confidential Information.
   b. No competing business activities during employment without prior written consent.

3. Notice & Cure.
   Employees must provide written notice of any potential policy violation and shall be afforded a reasonable opportunity (not to exceed five (5) business days) to cure certain inadvertent breaches, unless the violation involves dishonesty, violence, or gross misconduct.

VI. DEFAULT & REMEDIES

1. Events of Default.
   a. Material breach of any policy or covenant.
   b. Willful misconduct or gross negligence.
   c. Failure to perform essential job functions after written warning.

2. Remedies.
   a. Disciplinary action up to and including termination.
   b. Restitution or indemnification for losses caused by Employee misconduct.
   c. Injunctive relief as provided in Section VIII(5).

3. Attorney Fees.
   In any action to enforce indemnification or confidentiality provisions, the prevailing party shall be entitled to reasonable attorney fees and costs.

VII. RISK ALLOCATION

1. Indemnification (Employee Conduct).
   Each Employee shall indemnify and hold harmless the Company and its officers, directors, and agents from any claims, damages, or expenses arising out of the Employee’s breach of this Handbook or willful misconduct, except to the extent prohibited by law.

2. Limitation of Liability.
   The Company’s liability to an Employee for monetary damages arising out of employment shall not exceed any statutory limitations or caps established under applicable law.

3. Insurance.
   The Company maintains workers’ compensation and general liability insurance as required by Connecticut law.

4. Force Majeure.
   Performance of non-essential obligations may be suspended without liability during events beyond the Company’s reasonable control (e.g., natural disasters, governmental actions, epidemics).

VIII. DISPUTE RESOLUTION

1. Governing Law.
   The substantive and procedural laws of the State of Connecticut (without regard to conflict-of-laws rules) shall govern any dispute arising out of or relating to this Handbook.

2. Forum Selection.
   Unless the parties enter into a valid Arbitration Agreement, the exclusive forum shall be the state or federal courts located in [COUNTY], Connecticut.

3. Optional Arbitration.
   The Company may offer, and the Employee may elect, to sign a separate Arbitration Agreement. If executed, claims covered by the Federal Arbitration Act shall be resolved exclusively by binding arbitration before the American Arbitration Association under its Employment Arbitration Rules.

4. Jury Waiver.
   IF PERMITTED BY APPLICABLE LAW AND NOT OTHERWISE WAIVED BY AN ARBITRATION AGREEMENT, THE COMPANY AND THE EMPLOYEE KNOWINGLY AND VOLUNTARILY WAIVE ANY RIGHT TO A TRIAL BY JURY FOR CLAIMS ARISING OUT OF OR RELATED TO EMPLOYMENT.

5. Injunctive Relief.
   Nothing herein shall limit the Company’s right to seek temporary or preliminary injunctive relief in any court of competent jurisdiction for breach of confidentiality, restrictive covenants, or misappropriation of trade secrets, subject to applicable equitable standards.

IX. GENERAL PROVISIONS

1. Amendment & Waiver.
   The Company may modify, revoke, suspend, terminate, or change any or all policies in this Handbook, in whole or in part, at any time with or without prior notice, except as otherwise required by law. No oral statements can alter this provision.

2. Assignment.
   The Employee may not assign any rights or delegate any duties under this Handbook. The Company may assign its rights and obligations to any successor in interest.

3. Severability.
   If any provision of this Handbook is held invalid or unenforceable, the remaining provisions shall remain in full force and effect.

4. Integration.
   This Handbook, together with any executed Arbitration Agreement and other duly executed writings, constitutes the entire understanding between the Company and the Employee with respect to the subjects addressed and supersedes all prior handbooks or policies.

5. Electronic Signatures.
   Electronic signatures, acknowledgments, and consents shall be deemed originals and fully enforceable.

X. EXECUTION BLOCK (EMPLOYEE ACKNOWLEDGMENT)

I acknowledge that I have received, read, and understand the [EMPLOYER LEGAL NAME] Employee Handbook effective [EFFECTIVE DATE]. I agree to comply with the policies, procedures, and guidelines set forth herein. I understand that employment is At-Will and that the Company reserves the right to modify the Handbook at any time.

[// GUIDANCE:
1. Obtain a signed acknowledgment from every Employee and retain in the personnel file.
2. Provide separate stand-alone documents for any mandatory arbitration program, restrictive covenant agreement, or specific plan documents referenced herein.
3. Review all statutory citations annually to ensure continued accuracy, particularly wage rates and leave entitlements, which are subject to legislative amendment.]