Growing Family Benefits
- Don't get pregnant without us!
- Enjoy security for your family
- Ask for employee paid options at work
Connecticut Family Leave
CT Family Medical Leave Act
The Connecticut Family Medical Leave Act is an important maternity leave law for parents working in the Nutmeg State. The law provides up to 16 weeks of job protected leave for certain categories of workers based upon hours worked, size of the employer, and employer classifications.
The Federal Family Medical Leave Act has similar provisions as the CT state law, but with subtle differences that can have a big impact on those families affected. Keep in mind these important considerations:
- Who is covered - definitions of eligible workers and employers
- CT and Federal Act - how the state and federal regulations differ
- Paid family leave - CT sick leave law and unemployment entitlements
- Health benefits - Premium payments while not working?
Applying for Paid Maternity Benefits Connecticut Short Term Disability Insurance is your best option for a paid maternity leave. The state does not have a mandated program as your neighbors to the North, South, and West. Purchase coverage before getting pregnant to provide benefits for pregnancy. Apply for benefits to complete your paid leave.
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Federal Family Leave Laws If you are planning to take a family leave in CT, it pays to understand how both the state and federal laws work. There are key differences in who is covered, and what protections you are entitled to enjoy. Also check into pregnancy discrimination regulations as well. Pay close attention to the rules where you work. If you commute out of state the federal rule may provide your only job protection.
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CT FMLA: Who is Covered & Key Provisions
The CT Family Medical Leave Act allows for 16 weeks of job protected leave during any 24 month period. You may request this leave for a variety of reasons including:
- Birth of son or daughter
- Placement of an adoptive child
- Care for a family member with a serious medical condition
- Son or Daughter - biological, adoptive, foster, or step child of employee under the age of eighteen, or incapable of self care
- Spouse - defined as husband or wife. The law does not seem to include civil unions
- Parent - biological, foster, adoptive, and step parents are included
- Serious medical condition - requires ongoing treatment by a healthcare provider
- Severe health related condition of the employee
- To act as a bone marrow, organ, or tissue donor
The 24 month period can be measured four ways: consecutive calendar years, any defined period of 24 consecutive months, a period measured beginning on your first day of leave, or a rolling 24 month period.
The law applies to employer groups of 75 or more, but does not apply to state, municipal, local or regional board of education, private or parochial elementary or secondary school. The number of employees is measured on October 1 of each year.
To qualify for leave under the Connecticut Family Leave Act, you must have worked for your employer for at least one year and you must have worked at least 1,000 hours in the last 12 months.
CT & Federal Family Leave Acts
The Family Medical Leave Act(FMLA) is a federal law and applies to workers in every state, whereas the Connecticut Family Leave Act (CFRA) applies to Connecticut workers only. When an employee and/or employer is subject to both regulations, the leave runs concurrently. Some key differences are summarized in the table below.
| Connecticut | Federal | |
|---|---|---|
| Length of Leave | 16 weeks in 24 months | 12 weeks in 12 months |
| Hours Worked | 1,000 service hours in 12 months | 1,250 service hours in 12 months |
| Employer Size | 75 total employees | 50 employees working within 75 mile radius of worksite |
CT Paid Family Leave
Connecticut does not have paid family leave insurance. The CT family medical leave act provides for sixteen weeks of unpaid job protected leave. So how do couples afford to stay away from work during maternity leave, while disabled, or caring for a sick family member? There are a few options: sick leave, vacation days, and short term disability.
The State of Connecticut enacted a new law in January 2012, mandating that employers provide service workers with paid sick leave. Up to 2 weeks of accumulated sick leave hours can be used for an employee’s own illness, or to care for a serious health condition of a family member. Since the CT medical leave act allows for sixteen weeks of leave, you may find that fourteen weeks remain unpaid.
An eligible worker may utilize paid vacation days, and/or paid personal days.
The CT state law does provide leave for a worker’s own disability, making short term disability insurance the ideal way to provide paid leave. You can replace up to ⅔ of income with a private policy. CT does not have state mandated coverage. You might have a state mandated policy if you commute into NY or RI, but of course you would not be covered by the state family leave law as it applies to workers in the state, not residents.
The State of Connecticut enacted a new law in January 2012, mandating that employers provide service workers with paid sick leave. Up to 2 weeks of accumulated sick leave hours can be used for an employee’s own illness, or to care for a serious health condition of a family member. Since the CT medical leave act allows for sixteen weeks of leave, you may find that fourteen weeks remain unpaid.
An eligible worker may utilize paid vacation days, and/or paid personal days.
The CT state law does provide leave for a worker’s own disability, making short term disability insurance the ideal way to provide paid leave. You can replace up to ⅔ of income with a private policy. CT does not have state mandated coverage. You might have a state mandated policy if you commute into NY or RI, but of course you would not be covered by the state family leave law as it applies to workers in the state, not residents.
Paid Leave Options in CT Replacing income while out on family leave is a big challenge for many couples. Smart families purchase a private policy in advance of getting pregnant. Others need to rely on crumbs provided by government entitlements: unemployment insurance has been expanded in CT to include compelling family reasons, and mandatory sick leave policies provide some assistance.
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Health Benefits and CT Family Leave
CT FMLA requires that eligible workers be restored to the same position of employment, or a corresponding work role, with equivalent employment benefits. Employment benefits are the programs made available to employees, including group life, health, and disability insurance, sick leave and pensions.
Notice that these "employment benefits" are restored upon returning to work? Restoration implies something was lost while on leave. Your time away from work may be unpaid, plus your expenses may rise sharply to cover the increase in premium costs for your health plan, and other coverage. This is a rather nasty surprise that can cripple many couples when it is least affordable.
Notice that these "employment benefits" are restored upon returning to work? Restoration implies something was lost while on leave. Your time away from work may be unpaid, plus your expenses may rise sharply to cover the increase in premium costs for your health plan, and other coverage. This is a rather nasty surprise that can cripple many couples when it is least affordable.
