Connecticut's paycheck-transparency requirement took effect October 1. The legislature's official summary says certain employers with at least one hundred employees, including state and municipal employers, must create a guide to overtime and commonly used pay-differential codes under section 38 of Public Act 26-12.
Examples include shift, on-call, hazard, callback, holiday or weekend and geographic differentials. The guide must name a contact for disputes about hours and differential calculations. Where applicable, the official summary requires at least ten codes, with updates for specified new codes.
Epstein Becker Green describes delivery choices: a website guide in required languages with links on wage statements and at hiring, or a written guide at hiring in English and the employee's primary language. It says the law does not require a new website or new pay codes.
A hazard-pay code does not itself guarantee hazard pay to every worker. Match hours, applicable agreements and the actual code before using the dispute contact. The disclosure helps identify an existing payment and question it; it is not a new universal premium or proof that every unexplained code represents money owed.