Connecticut Leave of Absence (FMLA) laws & HR compliance analysis

Connecticut Leave of Absence (FMLA): What you need to know

In addition to the federal Family and Medical Leave Act (FMLA), some states have their own comprehensive family leave laws that may also require employers to grant employees time off for the birth or adoption of a child or to care for a family member with a serious illness.
Connecticut has such a law.
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The Connecticut Family and Medical Leave Act (CFMLA) requires certain employers to grant unpaid leave of absence to qualified workers in case of birth or adoption of a child, or serious health condition of the employee, child, spouse, parent, parent-in-law, domestic partner, or the partner's parent or child.
Leave may also be taken so that the employee may serve as a bone marrow or organ donor.
The CFMLA also provides leave for any qualifying exigency arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty or has been notified of an impending call or order to active duty in the armed forces. The state law tracks the federal FMLA for the purpose of family military leave for a qualifying exigency (CT Gen. Stat. Sec. 31-51kk et seq.).
Covered employers. The law covers all private employers with 75 or more employees but does not cover the state or elementary and secondary schools.
The number of employees an employer has for the purposes of the CFMLA is determined on October 1 of each year.
Out-of-state employees are not counted when determining the number of employees for this purpose (Velez v. Commissioner of Labor, 306 Conn. 475 (Conn. 2012)).
Covered employees. Employees who have worked for an organization for at least 12 months and who have worked at least 1,000 hours in the 12-month period preceding the requested leave ...

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