LEAVE OF ABSENCE
Specific Leave Types
A. Federal Family and Medical Leave Act (FMLA)
The federal FMLA provides eligible employees with up to twelve (12) workweeks of
unpaid, jobprotected leave in a 12-month period for specified family and medical
reasons, with continuation of group health insurance coverage.
Eligibility: To be eligible for FMLA, an employee must:
Have been employed by WDLT for at least twelve (12) months (not
necessarily consecutive).
Have worked at least 1,250 hours during the 12-month period immediately
preceding the start of the leave.
Reasons for Leave:
For the birth of a child and to care for the newborn child within one (1) year
of birth.
For the placement with the employee of a child for adoption or foster care
and to care for the newly placed child within one (1) year of placement.
To care for the employee's spouse, child, or parent who has a serious health
condition.
For a serious health condition that makes the employee unable to perform
the essential functions of their job.
For any qualifying exigency arising out of the fact that the employee's
spouse, son, daughter, or parent is a military member on covered active
duty or call to covered active-duty status.
To care for a covered servicemember with a serious injury or illness if the
employee is the servicemember's spouse, son, daughter, parent, or next of
kin (this is referred to as Military Caregiver Leave, which may be taken for
up to 26 workweeks in a single 12-month period).
Duration: Up to twelve (12) workweeks in a 12-month period which may be
taken intermittently or on a reduced schedule when medically necessary, or up
to twenty-six (26) workweeks for military caregiver leave.
Pay Status: FMLA leave is unpaid. Employees may elect, or be required by
WDLT, to use accrued paid time off (PTO) and/or paid sick leave concurrently
with any period of unpaid FMLA leave. Employees may also be eligible for wage
replacement benefits through the Connecticut Paid Leave (CTPL) program (see
Section C).