WDLT Employee Handbook

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).

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