Connecticut Wage & Workplace Administrative Regulations Poster Required

DOL-75 (Rev. 12//24)
0024-075-01

These Administrative Regulations must be posted and maintained wherever workers covered by this Act are employed.

CONNECTICUT DEPARTMENT OF LABOR
WAGE AND WORKPLACE STANDARDS DIVISION
Sec. 31-60-1. Piece rates in relation to time
r ate s o r in c en ti v e pa y pla n s, in clu din g
commissions and bonuses.
(a) Definitions. For the purposes of this regulation,
“piece rates” means an established rate per unit of
work performed without regard to time required for
such accomplishment. “Commissions” means any
premium or incentive compensation for business
transacted whether based on per centum of total
valuation or specific rate per unit of accomplishment.
“Incentive plan” means any method of compensation,
including, without limitation thereto, commissions,
piece rate, bonuses, etc., based upon the amount of
results produced, where the payment is in
accordance with a fixed plan by which the employee
becomes entitled to the compensation upon
fulfillment of the conditions established as part of the
working agreement, but shall be subject to the
limitation hereinafter set forth.
(b) Record of wages. Each employer shall maintain
records of wages paid to each employee who is
compensated for his services in accordance with an
incentive plan in such form as to enable such
compensation to be translated readily into terms of
average hourly rate on a weekly basis for each work
week or part thereof of employment.
(c) Piece rates in relation to time rates. (1) When an
employee is compensated solely at piece rates he
shall be paid a sufficient amount at piece rates to yield
an average rate of at least the minimum fair wage
established by subsection (j) of section 31-58 of
the Connecticut General Statutes for each hour
worked in any week, and the wage paid to such
employee shall be not less than the minimum fair
wage established by subsection (j) of section 31-58 of
the Connecticut General Statutes for each hour
worked. (2) When an employee is compensated at
piece rates for certain hours of work in a week and at
an hourly rate for other hours, the employee's hourly
rate shall be at least the minimum fair wage
established by subsection (j) of section 31-58 of
the Connecticut General Statutes and his earnings
from piece rates shall average at least the minimum
fair wage established by subsection (j) of section 3158 of the Connecticut General Statutes for each hour
worked on piece rate for that work week, and the
wage paid to such employee shall be not less than
the minimum fair wage established by subsection (j)
of section 31-58 of the Connecticut General
Statutes for each hour worked. (3) When an
employee is employed at a combination of hourly rate
and piece rate for the same hours of work (i.e., an
incentive pay plan superimposed upon an hourly rate
or a piece rate coupled with a minimum hourly
guarantee), the employee shall receive an average
rate of at least the minimum fair wage established
by subsection
(j)
of
section
31-58
of
the Connecticut General Statutes an hour for each
hour worked in any week and the wage paid to such
employee shall be not less than the minimum fair
wage established by subsection (j) of section 31-58 of
the Connecticut General Statutes for each hour
worked.
(d) Commission. (1) When an employee is
compensated solely on a commission basis, he shall
be paid weekly an average of at least the minimum
fair wage established by subsection (j) of section 3158 of the Connecticut General Statutes per hour for
each hour worked. (2) When an employee is paid in
accordance with a finding for a base rate plus
commission, the wage paid weekly to the employee
from these combined sources shall equal at least an
average of the minimum fair wage established
by subsection
(j)
of
section
31-58
of
the Connecticut General Statutes an hour for each
hour worked in any work week. All commissions shall
be settled at least once in each month in full. When
earnings are derived in whole or in part on the basis
of an incentive plan other than those defined herein,
the employee shall receive weekly at least the
minimum fair wage established by subsection (j) of
section
31-58
of
the Connecticut General
Statutes per hour for each hour worked in the work
week, and the balance earned shall be settled at least
once monthly.
Sec. 31-60-2. Gratuities as part of the minimum
fair wage.
For the purposes of this section, “gratuity” means a
voluntary monetary contribution received by the
employee from a guest, patron or customer for service
rendered.
Unless otherwise prohibited by statutory provision or
by a wage order gratuities may be recognized as
constituting a part of the minimum fair wage when all
of the following provisions are complied with:
(1) The employee shall be engaged in an employment
in which gratuities have customarily and usually
constituted and have been recognized as part of his
remuneration for hiring purposes and
(2) the amount received in gratuities claimed as credit
for part of the minimum fair wage shall be recorded on
a daily, weekly, or bi-weekly basis in a wage record,
even though payment is made more frequently, and

January 1, 2015, and ending on June 30, 2019, equal
to thirty-six and eight-tenths per cent of the minimum
fair wage per hour for persons, other than bartenders,
who are employed in the hotel and restaurant
industry, including a hotel restaurant, who
customarily and regularly receive gratuities, (2) equal
to eight and two-tenths per cent, and effective
January 1, 2009, equal to eleven per cent of the
minimum fair wage per hour, and effective January 1,
2014, equal to fifteen and six-tenths per cent of the
minimum fair wage per hour, and effective January 1,
2015, and ending on June 30, 2019, equal to
eighteen and one-half per cent of the minimum fair
wage per hour for persons employed as bartenders
who customarily and regularly receive gratuities, and
(3) not to exceed thirty-five cents per hour in any
other industry, and shall also recognize deductions
and allowances for the value of board, in the amount
of eighty-five cents for a full meal and forty-five cents
for a light meal, lodging, apparel or other items or
services supplied by the employer; and other special
conditions or circumstances which may be usual in a
particular employer-employee relationship. The
commissioner may provide, in such regulations,
modifications of the minimum fair wage herein
established for learners and apprentices; persons
under the age of eighteen years; and for such special
cases or classes of cases as the commissioner finds
appropriate to prevent curtailment of employment
opportunities, avoid undue hardship and safeguard
the minimum fair wage herein established.
Regulations in effect on July 1, 1973, providing for a
board deduction and allowance in an amount
differing from that provided in this section shall be
construed to be amended consistent with this
section.
Sec. 31-60-3. Deductions and allowances for
reasonable value of board and lodging was
repealed.
Sec. 31-60-4. Physically or mentally handicapped
employees.
[This regulation defines a “physically or mentally
handicapped person” as a person whose earning
capacity is impaired by age or physical or mental
deficiency or injury and provides guidelines for a
modification of the minimum wage.]
Sec. 31-60-6. Minors under the age of 18.
(a) For the purposes of this regulation, “minor” means
a person at least 16 years of age but not over 18
years of age. To prevent curtailment of employment
opportunities for minors, and to provide a reasonable
period during which training for adjustment to
employment conditions may be accomplished, a
minor may be employed at a modification of the
minimum fair wage established by subsection (j) of
section 31-58 of the general statutes, but at not less
than 85% of the minimum wage, for the first 200
hours of employment. When a minor has had an
aggregate of two hundred hours of employment, he
may not be employed by the same or any other
employer at less than the minimum fair wage.*

Sec. 31-60-8. Apprentices.
[Under this regulation, apprentices duly registered
by the Connecticut State Apprenticeship Council of
the Labor Department may not be employed at less
than the minimum wage unless permission has been
received from the Labor Commissioner through an
application process.]

For example, an attestation or statement in electronic
or written format demonstrating that wages received
by the service employee, including gratuities, together
with other authorized allowances, represents a
payment of not less than the minimum fair wage
established by subsection (j) of section 31-58 of
the Connecticut General Statutes per hour for each
hour worked during the pay period, will be accepted
by the commissioner as substantial evidence for
purposes of this section, provided all other
requirements
of
this
and
other
applicable regulations shall be complied with. Such
attestation, statement, or substantial evidence shall
satisfy the requirements of subdivisions (2) and (3) of
this section.

Sec. 31-60-9. A p p a r e l

Sec. 31-60(b) The Labor Commissioner shall adopt
such regulations, in accordance with the provisions of
chapter 54, as may be appropriate to carry out the
purposes of this part. Such regulations may include, but
are not limited to, regulations defining and governing an
executive, administrative or professional employee and
outside salesperson; learners and apprentices, their
number, proportion and length of service; and piece
rates in relation to time rates; and shall recognize, as
part of the minimum fair wage, gratuities in an amount
(1) equal to twenty-nine and three-tenths per cent, and
effective January 1, 2009, equal to thirty-one per cent
of the minimum fair wage per hour, and effective
January 1, 2014, equal to thirty-four and six-tenths per
cent of the minimum fair wage per hour, and effective

(c) When an employee is required to report to other
than his usual place of employment at the beginning
of his work day, if such an assignment involves travel
time on the part of the employee in excess of that
ordinarily required to travel from his home to his usual
place of employment, such additional travel time shall
be considered to be working time and shall be paid
for as such.
(d) When at the end of a work day a work assignment
at other than his usual place of employment involves,
on the part of the employee, travel time in excess of
that ordinarily required to travel from his usual place
of employment to his home, such additional travel
time shall be considered to be working time and shall
be paid for as such.
(e) Repealed.
Sec. 31-60-11. Hours worked.
(a) For the purpose of this regulation, “hours worked”
include all time during which an employee is required
by the employer to be on the employer’s premises or
to be on duty, or to be at the prescribed work place,
and all time during which an employee is employed
or permitted to work, whether or not required to do
so, provided time allowed for meals shall be excluded
unless the employee is required or permitted to work.
Such time includes, but shall not be limited to, the
time when an employee is required to wait on the
premises while no work is provided by the employer.
Working time in every instance shall be computed to
the nearest unit of 15 minutes.
(b) All time during which an employee is required to
be on call for emergency service at a location
designated by the employer shall be considered to be
working time and shall be paid for as such, whether
or not the employee is actually called upon to work.
(c) When an employee is subject to call for
emergency service but is not required to be at a
location designated by the employer but is simply
required to keep the employer informed as to the
location at which he may be contacted, or when an
employee is not specifically required by his employer
to be subject to call but is contacted by his employer
or on the employer’s authorization directly or
indirectly and assigned to duty, working time shall
begin when the employee is notified of his
assignment and shall end when the employee has
completed his assignment.
Sec. 31-60-12. Records.
(a) For the purpose of this regulation, “true and
accurate records” means accurate legible records for
each employee showing:

*This subsection is amended by P.A. 19-4, An Act (1) His name;
Increasing the Minimum Fair Wage. CGS Sec. 31- (2) his home address;
58(i)(5). The rates for all persons under the age of (3) the occupation in which he is employed;
eighteen years, except emancipated minors, shall(4)be the total daily and total weekly hours worked, showing
not less than eighty-five per cent of the minimum fair the beginning and ending time of each work period,
wage for the first ninety days of such employment, or computed to the nearest unit of 15 minutes;
ten dollars and ten cents per hour, whichever is (5) his total hourly, daily or weekly basic wage;
greater, and shall be equal to the minimum fair wage (6) his overtime wage as a separate item from
thereafter, except in institutional training programs his basic wage;
(7) additions to or deductions from his wages each pay
specifically exempted by the commissioner.
period;
(8) his total wages paid each pay period;
(b) In addition to the records required by section
such other records as are stipulated in
31-66 of the 1969 supplement to the general (9)
statutes, each employer shall obtain from each minor accordance with sections 31-60-1 through
to be employed at a modification of the minimum fair 31-60-16;
wage rate as herein provided, a statement of his (10) working certificates for minor employees
employment prior to his date of accession with his (sixteen to eighteen years). True and accurate
present employer.
Such statement of prior records shall be maintained and retained at the place
employment, supplemented by the present of employment for a period of 3 years for each
employer’s record of hours worked by the minor while employee.
in his employ, will be deemed satisfactory evidence
of good faith on the part of the employer with respect (b) The labor commissioner may authorize the
to his adherence to the provisions of this regulation, maintenance of wage records and the retention of
provided such record shall be in complete both wage and hour records as outlined either in
compliance with the requirements of section 31-66 of whole or in part at a place other than the place of
employment when it is demonstrated that the
the general statutes and section 31-60-12.
retention of such records at the place of employment
either
(c) Deviation from the provisions of this regulation
will cancel the modification of the minimum fair wage
herein provided for all hours during which the (1) works an undue hardship on the employer
violation prevailed and for such time the minimum without materially benefiting the inspection
procedures of the labor department, or
wage shall be paid.
(2) is not practical for enforcement purposes.
Where permission is granted to maintain wage
Sec. 31-60-7. Learners.
records at other than the place of employment, a
[This regulation contains the requirements to apply to record of total daily and weekly hours worked by each
the Labor Commissioner for a subminimum rate in an employee shall also be available for inspection in
connection with such wage records.
occupation which is not apprenticeable.]

(3) each employer claiming credit for gratuities as part
of the minimum fair wage paid to any employee shall
provide substantial evidence that not less than the
amount claimed, which shall not exceed the
allowance hereinafter provided, was received by the
employee.

Public Act 19-4, An Act Increasing the Minimum
Fair Wage.

such travel time shall be considered to be working
time and shall be paid for as such. Expenses directly
incidental to and resulting from such travel shall be
paid for by the employer when payment made by the
employee would bring the employee’s earnings
below the minimum fair wage.

For the purpose of this regulation, “apparel” means
uniforms or other clothing supplied by the employer
for use in the course of employment but does not
include articles of clothing purchased by the
employee or clothing usually required for health,
comfort or convenience of the employee. An
allowance (deduction) not to exceed one dollar and
fifty cents per week or the actual cost, whichever is
lower, may be permitted to apply as part of the
minimum fair wage for the maintenance of wearing
apparel or for the laundering and cleaning of such
apparel when the service has been performed. When
protective garments such as gloves, boots or aprons
are necessary to safeguard the worker or prevent
injury to an employee or are required in the interest
of sanitation, such garments shall be provided and
paid for and maintained by the employer without
charge upon the employee.
Sec. 31-60-10. Travel time.
(a) For the purpose of this regulation, “travel time”
means that time during which a worker is required or
permitted to travel for purposes incidental to “a
performance of his employment but does not include
time spent traveling from home to his usual place of
employment or return to home, except as hereinafter
provided in this regulation.
(b) When an employee, in the course of his
employment, is required or permitted to travel for
purposes which inure to the benefit of the employer,

(c) In the case of an employee who spends 75% or
more of his working time away from his employer’s
place of business and the maintaining of time records
showing the beginning and ending time of each work
period for such employee either imposes an undue
hardship upon the employer or exposes him to
jeopardy because of his inability to control the
accuracy of such entries, a record of total daily and
total weekly hours will be approved as fulfilling the
record keeping requirements of this section.
However, in such cases, the original time entries
shall be made by the employee in his own behalf and
the time entries made by the employee shall be used
as the basis for payroll records.
(d) Repealed.
(e) The employer shall maintain and retain for a
period of 3 years the following information and data
on each individual employed in a bona fide executive,
administrative or professional capacity.
(1) His name;
(2) his home address;
(3) the occupation in which he is employed;
(4) his total wages paid each work period;
(5) the date of payment and the pay period covered
by payment.
Sec. 31-60-14. Employee in a bona fide Executive
capacity.
(a) For the purposes of section 31-58 (f) of the
general statutes, as amended, “employee employed
in a bona fide executive capacity” means any
employee (1) whose primary duty consists of the
management of the enterprise in which he is
employed or of a customarily recognized department
or subdivision thereof; and (2) who customarily and
regularly directs the work of two or more other
employees therein; and (3) who has the authority to
hire or fire other employees or whose suggestions
and recommendations as to the hiring or firing and as

to the advancement and promotion or any other
change of status of other employees will be given
particular weight; and (4) who customarily and
regularly exercise discretionary powers; and (5) who
does not devote more than twenty percent, or, in the
case of an employee of a retail or service
establishment who does not devote as much as forty
percent, of his hours of work in the workweek to
activities which are not directly and closely related to
the performance of the work described in
subdivisions (1) to (4), inclusive, of this section;
provided this subdivision shall not apply in the case
of an employee who owns at least twenty percent
interest in the enterprise in which he is employed;
and (6) who is compensated for his services on a
salary basis at a rate of not less than four hundred
dollars per week exclusive of board, lodging, or other
facilities, except that this subdivision shall not apply
in the case of an employee in training for a bona fide
executive position as defined in this section if (A) the
training period does not exceed six months; and (B)
the employee is compensated for his services on a
salary basis at a rate not less than three hundred
seventy-five dollars per week exclusive of board,
lodging, or other facilities during the training period;
(C ) a tentative outline of the training program has
been approved by the labor commissioner; and (D)
the employer shall pay tuition costs, and fees, if any,
for such instruction and reimburse the employee for
travel expenses to and from each destination other
than local, where such instruction or training is
provided. Any trainee program so approved may be
terminated at any time by the labor commissioner
upon proper notice, if he finds that the intent of the
program as approved has not been carried out. An
employee who is compensated on a salary basis at a
rate of not less than four hundred seventy-five dollars
per week, exclusive of board, lodging, or other
facilities, and whose primary duty consists of the
management of the enterprise in which he is
employed or of a customarily recognized department
or subdivision thereof, and includes the customary
and regular direction of the work of two or more other
employees therein, shall be deemed to meet all of the
requirements of this section.

such terms are defined in section 31-60-14 and 3160-15, or (B) who performs under only general
supervision work along specialized or technical lines
requiring special training, experience or knowledge,
or (C) who executes under only general supervision
special assignments and tasks; and (4) who does not
devote more than twenty percent, or, in the case of
an employee of a retail or service establishment who
does not devote as much as forty percent, of his
hours worked in the workweek to activities which are
not directly and closely related to the performance of
the work described in subdivisions (1) to (3),
inclusive, of this section; and (5)(A) who is
compensated for his services on a salary or fee basis
at a rate of not less than four hundred dollars per
week exclusive of board, lodging, or other facilities,
or (B) who, in the case of academic administrative
personnel, is compensated for his services as
required by subparagraph (A) of this subdivision or
on a salary basis which is at least equal to the
entrance salary for teachers in the school system or
educational establishment or institution by which he
is employed; provided an employee who is
compensated on a salary or fee basis at a rate of not
less than four hundred seventy-five dollars per week,
exclusive of board, lodging, or other facilities, and
whose primary duty consists of the performance of
work described in subdivision (1) of this section,
which includes work requiring the exercise of
discretion and independent judgement, shall be
deemed to meet all of the requirements of this
section.

(b) “Salary basis” means a predetermined amount
paid for each pay period on a weekly or less frequent
basis, regardless of the number of days or hours
worked, which amount is not subject to reduction
because of variations in the quality or quantity of the
work performed, and which amount has been the
subject of an employer advisement as required by
section 31-71f of the Connecticut General Statutes.

Sec. 31-60-16.
Employee
Professional Capacity.

(1) Although the employee need not be paid for any
workweek in which he performed no work,
deductions may only be made in the following five (5)
instances:
(A) During the initial and terminal weeks of
employment, an employer may pay a proportionate
part of an employee’s salary for the time actually
worked;
(B) Deductions may be made for one or more full
days if the employee is absent for personal reasons
other than sickness or accident;
(C) Deductions may be made for one or more full
days of sickness or disability provided the deduction
is made pursuant to a bona fide plan, policy or
practice of making deductions from an employee’s
salary after sickness or disability leave has been
exhausted which has been disclosed to the employee
in accordance with section 31-71f of the Connecticut
General Statutes;
(D) Deductions may be made for absences of less
than one full day taken pursuant to the federal family
medical leave act, 29 USC 2601 et seq., or the
Connecticut family and medical leave act, section 3151kk et seq., of the Connecticut General Statutes, as
permitted by 29 CFR 825.206 or by section 31-51qq17 of the regulations of Connecticut state agencies;
or
(E) Deductions may be made for one or more full
days if the employee is absent as a result of a
disciplinary suspension for violating a safety rule of
major significance. Safety rules of major significance
include only those relating to the prevention of
serious danger to the employer’s premises, or to
other employees.
(2)(A) No deduction of any kind shall be made for any
part of a workweek absence that is attributable to:
(i)
lack of work occasioned by the operating
requirements of the employer;
(ii)
jury duty, or attendance at a judicial
proceeding in the capacity of a witness; or
(iii)
temporary military leave.
(B) An employer is permitted to offset payments an
employee receives for any of the services described
in this subdivision against the employee’s regular
salary during the week of such absence.
(3) No deduction shall be made for an absence of
less than one full day from work unless:
(A) The absence is taken pursuant to the federal
family and medical leave act, 29 USC 2601 et seq.,
or the Connecticut family and medical leave act,
section 31-51kk et seq., of the Connecticut General
Statutes, as permitted by 29 CFR 825.206 or by
section 31-51qq-17 of the regulations of Connecticut
state agencies; or
(B) The absence is taken pursuant to a bona fide paid
time off benefits plan that specifically authorizes the
substitution or reduction from accrued benefits for the
time that an employee is absent from work, provided
the employee receives payment in an amount equal
to his guaranteed salary.
(4) No deduction of any kind shall be made for an
absence of less than one week which results from a
disciplinary suspension for violating ordinary rules of
employee conduct.
Sec. 31-60-15. Employee
Administrative Capacity.

in

bona

fide

(a) For the purposes of said section 31-58 (f),
“employee employed in a bona fide administrative
capacity” means any employee (1) whose primary
duty consists of either: (A) the performance of office
or nonmanual work directly related to management
policies or general business operations of his
employer or his employer’s customers, or (B) the
performance of functions in the administration of a
school system or educational establishment or
institution, or of a department or subdivision thereof,
in work directly related to the academic instruction or
training carried on therein; and (2) who customarily
and regularly exercises discretion and independent
judgement; and (3) (A) who regularly and directly
assists a proprietor, or an employee employed in a
bona fide executive or administrative capacity, as

MINIMUM WAGE:
Minimum wage is annually indexed
each year, effective Jan 1.
$16.35 per hour effective 1-1-2025
through 12-31-2025
(P.A. 19-4)
OVERTIME - ONE AND
ONE-HALF TIMES THE
EMPLOYEES REGULAR RATE OF
PAY AFTER 40 HOURS PER WEEK.
FOR EXCEPTIONS - SEE SECTION
31-76i OF THE CONNECTICUT
GENERAL STATUTES.

MINORS UNDER 18 YEARS OF AGE
EMPLOYED BY THE STATE OR POLITICAL
SUBDIVISION THEREOF MAY BE PAID 85%
OF THE APPLICABLE MINIMUM WAGE.

(b) “Salary basis” [refer to Section 31-60-14.]
(c) “Fee basis” means the payment of an agreed sum
for the accomplishment of a single task regardless of
the time required for its completion. A fee basis
payment shall be permitted only for jobs which are
unique in nature rather than for a series of jobs which
are repeated an indefinite number of times and for
which payment on an identical basis is made over
and over again. Payment on a fee basis shall amount
to a rate of not less than the rate set forth in
subsection (a) of this section.
in

bona

fide

(a) For the purposes of said section 31-58 (f)
“employee employed in a bona fide professional
capacity” means any employee (

MINORS UNDER 18 YEARS OF AGE
EMPLOYED IN AGRICULTURE MAY BE PAID
85% OF THE APPLICABLE MINIMUM WAGE.
MINORS EMPLOYED BY AGRICULTURAL
EMPLOYERS WHO DID NOT, DURING THE
PRECEDING CALENDAR YEAR, EMPLOY
EIGHT OR MORE WORKERS AT THE SAME
TIME SHALL BE PAID A MINIMUM WAGE OF
NOT LESS THAN 70% OF THE MINIMUM
WAGE AS DEFINED IN SECTION 31-58.
MINORS IN OTHER EMPLOYMENT - SEE
SECTION 31-60-6

1) whose primary duty consists of the performance
of:
(A) work requiring knowledge of an advanced type in
a field of science or learning customarily acquired by
a prolonged course of specialized intellectual
instruction and study, as distinguished from a general
academic education and from an apprenticeship, and
from training in the performance of routine mental,
manual, or physical processes, or
(B) work that is original and creative in character in a
recognized field of artistic endeavor, as opposed to
work which can be produced by a person endowed
with general manual or intellectual ability and
training, and the result of which depends primarily on
the invention, imagination or talent of the employee
or
(C) teaching, tutoring, instructing or lecturing in the
activity of imparting knowledge while employed and
engaged in this activity as a teacher certified or
recognized as such in the school system or
educational establishment or institution by which he
is employed; and
(2) whose work requires the consistent exercise of
discretion and judgement in its performance; and
(3) whose work is predominantly intellectual and
varied in character, as opposed to routine mental,
manual, mechanical or physical work, and is of such
character that the output produced or the result
accomplished cannot be standardized in relation to a
given period of time; and
(4) who does not devote more than twenty percent of
his hours worked in the workweek to activities which
are not an essential part of and necessarily incident
to the work described in subdivision (1) to (3),
inclusive, of this section; and
(5) who is compensated for his services on a salary
or fee basis at a rate of not less than four hundred
dollars per week exclusive of board, lodging, or other
facilities; provided this subdivision shall not apply in
the case of an employee who is the holder of a valid
license or certificate permitting the practice of law or
medicine or any of their branches and who is actually
engaged in the practice thereof, or in the case of an
employee who is the holder of the requisite academic
degree for the general practice of medicine and is
engaged in an internship or resident program
pursuant to the practice of medicine or any of its
branches, or in the case of an employee employed
and engaged as a teacher as provided in subdivision
(1) (C) of this section, and provided an employee who
is compensated on a salary or fee basis at a rate of
not less than four hundred seventy-five dollars per
week exclusive of board, lodging or other facilities,
and whose primary duty consists of the performance
either of work described in subdivision (1) (A) or (C)
of this section which includes work requiring the
consistent exercise of discretion and judgement, or
of work requiring invention, imagination or talent in a
recognized field of artistic endeavor, shall be deemed
to meet all of the requirements of this section.
(b) “Salary basis” [refer to Section 31-60-14.]
(c) “Fee basis” means the payment of an agreed sum
for the accomplishment of a single task regardless of
the time required for its completion. A fee basis
payment shall be permitted only for jobs which are
unique in nature rather than for a series of jobs which
are repeated an indefinite number of times and for
which payment on an identical basis is made over
and over again. Payment on a fee basis shall amount
to a rate of not less than the rate set forth in
subsection (a) of this section.

DORA SENKOW
ACTING DIRECTOR