Navigating the complexities of employee leave can be challenging, especially when it involves intermittent absences. In Connecticut, employees have access to both the Connecticut Family Medical Leave Act (CT FMLA) and Connecticut Paid Leave, offering job-protected leave and income replacement for qualifying reasons. Understanding how these two programs interact, particularly regarding intermittent leave, is crucial for both employees and employers.
Intermittent Leave Under CT FMLA and Federal FMLA
Both CT FMLA and the federal Family and Medical Leave Act (FMLA) allow eligible employees to take leave in separate blocks of time, or by reducing their work schedule, for qualifying reasons. This is known as intermittent leave. When an employee needs intermittent leave, the rules are primarily governed by CT FMLA and, if applicable, federal FMLA. A key aspect of intermittent leave is the increment of leave time.
Under both federal and CT FMLA regulations, employers cannot mandate employees to take more leave than necessary. Connecticut regulations specify that there is no minimum increment for intermittent leave. However, employers are permitted to set a minimum increment, but it cannot exceed the shortest period their payroll system uses for absences or leave, with a maximum of one hour. For example, if a company’s payroll system tracks time in 15-minute increments, they could set 15 minutes as the minimum increment for FMLA intermittent leave. Federal FMLA regulations have a similar provision, allowing employers to set a 15-minute minimum increment even if their payroll system could account for shorter periods.
It’s important to note that while both FMLA versions address intermittent leave, the option to allow it for bonding with a new child is at the employer’s discretion. Employers must clearly communicate their intermittent leave policies to their employees.
Income Replacement with CT Paid Leave for Intermittent Absences
While CT FMLA and federal FMLA provide job protection during leave, CT Paid Leave offers income replacement benefits for eligible employees taking leave for qualifying reasons. If an employee eligible for CT Paid Leave needs income replacement due to intermittent absences for a covered reason, the CT Paid Leave Authority will provide benefits based on the actual time off taken, calculated down to the minute. This ensures that employees receive the appropriate income support for the exact time they are absent from work.
To access these benefits for intermittent leave, employees are required to notify CT Paid Leave within two days of each absence. This timely notification is essential for processing income replacement benefits accurately and efficiently.
Conclusion
Understanding the interplay between CT FMLA, federal FMLA, and CT Paid Leave is vital for employees needing to utilize intermittent leave. While CT FMLA and federal FMLA establish the framework for job-protected intermittent leave and increment rules, CT Paid Leave ensures income replacement is available for these absences. By understanding these regulations and notification requirements, both employees and employers can effectively manage intermittent leave situations within Connecticut.
