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September 2022: Connecticut’s Pandemic “Hero Pay” Program Goes Into Effect

30 Aug

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Update Applicable to:
All employers of employees are classified as “essential” under the CDC in the state of Connecticut

What happened?
Private-sector essential employees who worked in Connecticut during the pandemic may receive up to $1,000 in premium pay (i.e., “hero pay”) through a $30 million fund established under the state budget approved by the General Assembly and Governor Ned Lamont.

What are the details?
To be eligible, workers must have earned less than $150,000 annually; must have been unable to work from home (i.e., had to report to work on-site); and had to be employed in an essential, non-governmental job between March 10, 2020, and May 7, 2022.

Generally, whether an employee held an “essential” job is based on those categorized as such by the federal Centers for Disease Control and Prevention (CDC). Specifically, workers from occupations listed in categories 1(a) and 1(b) of the CDC’s vaccination priority list as of February 20, 2021, are eligible. However, according to the Connecticut Essential Worker Covid-19 Relief Program website, other positions may qualify.

Workers employed in hospitals or other healthcare facilities, residential care facilities, funeral homes, cemeteries, educational facilities, grocery stores, first responder units, and some manufacturing facilities are among those that likely qualify for the funds.

Employees may apply through the Program’s website. The application deadline is October 1, 2022, with the funds scheduled to be distributed in early 2023. Employers are prohibited from disciplining, discharging, or discriminating against employees because they have applied for premium pay and deliberately misinformed or dissuaded employees from applying for payment.

For more information, please see the links below:

Connecticut Essential Worker Covid-19 Relief Program Website

CDC’s Vaccination Priority List

Article 1Article 2

What do employers need to do?
Employers should review the links above and provide these resources to their “essential” employees to ensure they do not miss this program.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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