Connecticut Notice of Job Assignment and Performance Requirements
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FAQ
(d) No employer shall change an employee's work schedule to begin on a different day of the week unless such employer provides written notice of such change to an employee not less than twenty-one days prior to the commencement of the work schedule in which the employer makes such change.
As hospitality shifts towards employee-centric labor modules, more and more restaurants are finding their business subject to Fair Workweek predictive scheduling laws. Connecticut is next on the list of states attempting to increase scheduling stability for hourly employees working in restaurants, hotels, and retail.
VOLUNTARY RESIGNATION Any employee who intends to resign shall give written notice as much in advance as possible and preferably at least three (3) weeks notice.
It seems that the consensus is that one full week is often the minimum notice period for shift changes.
Connecticut's proposal, SB 668, requires employers to post a weekly schedule no less than 14 days in advance of the first day of the scheduled week. If any changes are made, employers must pay affected workers half of any lost wages due to cancelled or reduced shifts.
If termination is due to a layoff or position elimination covered under the WARN Act, notices need to be sent out 60 days prior to termination.
Are termination letters required? Most companies are not required by law to give employees letters of termination. The exceptions are those located in Arizona, California, Illinois and New Jersey. Most employers, however, do provide termination letters as a professional courtesy and a legal record.
All Connecticut employers must provide a Separation Packet, which includes a Separation Notice (UC-61) and instructions to the worker immediately upon termination of employment or indefinite layoff. The notice should be provided regardless of whether the termination is voluntary or involuntary.
Connecticut is an "at will" state. This means that employers have the right to fire or terminate an employee at anytime without providing a reason, as long as it is not illegal.
Rule #1: Good Faith Estimate of Employee Schedules If anything changes, the employer should notify the employee 14 days prior to the change taking effect. Employers must give schedule estimates on or before the first day of work.
