The state of Connecticut’s legislature recently enacted a bill guaranteeing employees compensated time off for caring for sick or injured family members (CT FMLA). In the event of a qualifying family or medical emergency, employees in Connecticut may take unpaid leave under the Family and Medical Leave Act. Final CT FMLA guidance was finally released in March 2022 by the Connecticut Department of Labor. Here, our Connecticut wage and hour attorney breaks out the new Family and Medical Leave Act (CT FMLA) restrictions for employees. Discuss your situation with a certified lawyer at Hayber, McKenna, & Dinsmore.
Up to 16 weeks of paid time off every 24 months.
The amount of time that is possible under the CT FMLA has changed due to the final regulations released by the Connecticut Department of Labor. Employees who meet the new criteria can take up to 16 weeks of paid family or medical leave within a 24-month period. The former norm only allowed for a total of 12 weeks of leave each calendar year.
Insurance for One or More Workers from an Employer
With the new amendments to the CT FMLA, many businesses are now included in the protections afforded to employees. Previously, a company had to have 75 employees or more to be subject to the law. Employers with one or more workers in Connecticut are now required to comply with the CT FMLA. Connecticut’s Family and Medical Leave Act (CT FMLA) applies to all employers, no matter how small.
The Scope of “Family Member” Is Widening
A broader range of people are now considered “family members” under the new rules and regulations. Care for a kid, spouse, or parent’s medical requirements was the only reason for leave under the old rules. Anyone with a close blood tie or personal contact, such as grandparents, grandkids, or siblings, is now considered a family member.
Workers are permitted to make up for lost pay using accrued vacation time (Or Decline to Do So)
Newly released regulations from the Connecticut Department of Labor make it crystal clear that employees have considerable leeway in determining the best way to spend their vacation time. An employee can forego CT FMLA in favour of their employer’s paid leave programme if they qualify. They aren’t compelled to, though. The final decision on how paid leave time is used rests with the employee.