The following article was first published in Shipman & Goodwin LLP’s Employment Law Letter. It is reposted here with permission.
For months, employers have been eagerly awaiting updated regulations that address the revisions to the Connecticut Family and Medical Leave Act.
At last, on March 22, 2022, the Connecticut Department of Labor released its final proposed amended FMLA regulations, answering questions that had remained unanswered by the revised law.
Indeed, the proposed regulations amend several key provisions of the prior CTFMLA regulations. Here are the key highlights for employers:
Under the old regulations and law, an employee was required to work for 12 months before becoming eligible for CTFMLA leave.
Under the proposed regulations, this timeframe has been significantly decreased to three consecutive months.
Notably, the term “employee” has been narrowed to one who is engaged in services with an employer in the state of Connecticut and an “employer” has been expanded to any Connecticut employer that employs at least one employee, rather than 75.
Covered family members—that is, those family members that an employee can seek leave to assist—now include spouses, siblings, parents, grandparents and grandchildren, as well as individuals related by blood or affinity whose close relationship with the employee is equivalent to a relationship with one of these family members, and coverage for a son or daughter is no longer limited...
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