Over six months after the Connecticut Family and Medical Leave Act (Connecticut FMLA) took effect, proposed regulations are slated for consideration and approval by the Connecticut Legislative Regulation Review Committee (LRRC). With the exception of nonpublic elementary or secondary schools, all private employers with at least one employee in Connecticut are covered by the Connecticut FMLA as of January 1, 2022.
Key provisions of the proposed regulations include:
Confirmation that employees need only provide a “simple written statement” to take leave to care for “an individual related to the employee by blood or affinity whose close association is equivalent to the family relationships”;
Clarification that employers may continue to impose fitness-for-duty requirements on similarly situated employees and do not have to have a “one-size-fits-all” policy applicable to all employees regardless of circumstances; and
Explanation of the complaint process before the Connecticut Department of Labor or in court for employees who believe their rights under the Connecticut FMLA have been violated.
If there are no further amendments to the proposed regulations, the LRRC is scheduled to issue its decision by July 7, 2022.
Beginning July 1, 2022, employers must provide notice to employees regarding:
Employee entitlement to Connecticut FMLA and how it can be used;
Employee opportunities to file for compensation with the Connecticut Paid Leave...
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