Connecticut Employee Rights Memo Under the Family and Medical Leave Act
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How to fill out Employee Rights Memo Under The Family And Medical Leave Act?
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FAQ
According to FAQs on the CT Paid Leave Authority website, approved applicants will generally receive benefits on a weekly basis, and funds will be paid each Tuesday two weeks after a week of leave is completed. The Authority provides an example of taking from Jan.
If it is necessary for business purposes to communicate that an employee is or will be out of work, you can indicate that they are on leave, but do NOT disclose they are on medical leave.
Employees in Connecticut will be eligible for benefits under the PFMLA if they have earned wages of $2,325 in the highest-earning quarter of the first four of the five most recently completed quarters (the "base period") and are currently employed, and have been employed within the last 12 weeks.
You may take FMLA leave to care for your spouse, child or parent who has a serious health condition, or when you are unable to work because of your own serious health condition.
An employee must provide 30 days notice if the need for FMLA leave is foreseeable, such as the expected birth of a child or a planned medical treatment. However, there are exceptions to this requirement. For example, a child may be born prematurely or a physician may move up a medical procedure.
All eligible employees will have 12 weeks of leave available on January 1, 2022. According to the CTDOL, under this method the 12-month period is a fixed period selected by the employer such as a fiscal year (for example, October 1 through September 30) or a year starting on an employee's anniversary date.
2022 marked the start of several new laws taking effect in Connecticut. On Jan. 1, people who work in Connecticut became eligible for paid leaves of up to 12 weeks from work for qualified medical and family reasons.
This law provides eligible employees with up to 12 weeks of unpaid leave during a 12-month period for qualifying family or medical reasons. Employees are entitled to return to their same or, if not available, an equivalent job at the end of their leave.
If an employee's weekly wages exceed the Connecticut minimum wage multiplied by 40, the weekly benefit rate will be 95% of the Connecticut minimum wage multiplied by 40, plus 60% of the amount by which the employee's average weekly wage exceeds the Connecticut minimum wage multiplied by 40.
The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.