OFFICE OF FISCAL ANALYSIS
Legislative Office Building, Room 5200
Hartford, CT 06106 (860) 240-0200
http://www.cga.ct.gov/ofa
SB-418
AN ACT CONCERNING WAGE THEFT.
AMENDMENT
LCO No.: 5008
File Copy No.: 253
Senate Calendar No.: 204
Primary Analyst: CW 4/20/22
Contributing Analyst(s): ()
OFA Fiscal Note
State Impact:
Agency Affected Fund-Effect FY 23 $ FY 24 $
Labor Dept. GF - Cost None 57,493
State Comptroller - Fringe
Benefits
1
GF - Cost None 21,275
Labor Dept. GF - Revenue
Gain
None Up to
500,000
Note: GF=General Fund
Municipal Impact: None
Explanation
The amendment strikes the underlying bill and associated fiscal
impact.
The amendment would require the Department of Labor (DOL) to
issue citations to, and allow the agency to levy fines against, contractors
and subcontractors who violate the state's prevailing wage. This results
in: 1) a cost to DOL estimated at $78,768 beginning in FY 24, and 2) a
potential General Fund revenue gain from fines estimated at up to
1
The fringe benefit costs for most state employees are budgeted centrally in accounts
administered by the Comptroller. The estimated active employee fringe benefit cost
associated with most personnel changes is 40.53% of payroll in FY 23. 2022SB-00418-R00LCO05008-FNA.DOCX Page 2 of 2
$500,000 beginning in FY 24.
2
It is anticipated that DOL would require one part-time Staff Attorney
in order to accommodate additional administrative hearings at an
annualized cost of $73,768 ($52,493 for salary and $21,275 for fringe
benefit costs), including $5,000 in associated overhead costs (computer,
office supplies, etc.).
The preceding Fiscal Impact statement is prepared for the benefit of the members of the General Assembly, solely
for the purposes of information, summarization and explanation and does not represent the intent of the General
Assembly or either chamber thereof for any purpose. In general, fiscal impacts are based upon a variety of
informational sources, including the analyst’s professional knowledge. Whenever applicable, agency data is
consulted as part of the analysis, however final products do not necessarily reflect an assessment from any
specific department.
2
Under current law, the labor commissioner may issue fines ranging from $2,500 to
$5,000 per violation; the amendment establishes a flat rate of $5,000 per violation.
Consequently, the revenue gain is dependent on how many violations would be
assessed at an amount lower than $5,000.