Pursuant to a new Connecticut law, by August 1, 2026, covered employers must give all covered warehouse employees a written explanation of every quota they are expected to meet.
This explanation must also include any possible negative consequences (like discipline) for not meeting the quota. Anyone hired after August 1, 2026 must receive this written quota description when they are hired.
Covered employers are those who, at any time in the prior 12 months:
- Employ 250 or more employees at a single warehouse distribution center in the state, or
- Employ 1,000 or more employees at one or more warehouse distribution centers in the state.
Covered employees include non-exempt employees who are employed at a warehouse distribution center.
If an employer changes an employee’s quota, creating a new requirement, the employer must:
- Tell the employee about the change as soon as possible, either verbally or in writing, before the new quota takes effect, and
- Give the employee a written description of the new quota within two business days after making the change.
All written quota descriptions can be given on paper or by email.
Employers must keep accurate, up‑to‑date records of:
- Each employee’s individual work‑speed data.
- Combined work‑speed data for similar employees at the same warehouse.
- The written quota descriptions given to employees.
These records must be kept for three years. Employers do not have to keep these records if they do not use quotas and do not collect or analyze work‑speed data.
Former employees may request:
- A written description of all quotas they had during the 90 days before they left.
- Their own work‑speed data for that same 90‑day period.
- Combined work‑speed data for similar employees for that same period.
Note that former employees can make only one request.