LEAVE OF ABSENCE
Benefits: Group health benefits will be maintained during FMLA leave under
the same conditions as if the employee had not taken leave. Employees are
responsible for their share of the premium.
Job Protection: Upon return from FMLA leave, employees are entitled to be
reinstated to their original job or an equivalent position with equivalent pay,
benefits, and other terms and conditions of employment.
B. Connecticut Family and Medical Leave Act (CT FMLA)
The CT FMLA provides eligible employees with up to twelve (12) workweeks of
unpaid, job protected leave in a 12-month period for specified family and medical
reasons, with broader coverage than Federal FMLA.
Eligibility: To be eligible for CT FMLA, an employee must:
Have been employed by WDLT for at least three (3) consecutive months (13
weeks).
There is no minimum hours worked requirement.
Reasons for Leave: CT FMLA covers all reasons under Federal FMLA, plus:
Care for a sibling, grandparent, grandchild, in-law, or an individual related
by blood or affinity whose close association the employee shows to
equivalent to a family member.
To serve as an organ or bone marrow donor.
An additional two (2) weeks of leave for incapacity due to pregnancy, in
addition to the 12 weeks.
Duration: Up to twelve (12) workweeks in a 12-month period which may be
taken intermittently or on a reduced schedule when medically necessary. An
additional two (2) weeks may be taken for incapacity due to pregnancy. Military
caregiver leave is also up to twenty-six (26) weeks.
Pay Status: CT 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.
Employees may also be eligible for wage replacement benefits through the
Connecticut Paid Leave (CTPL) program (see Section C).
Benefits: Group health benefits will be maintained during CT FMLA leave
under the same conditions as if the employee had not taken leave. Employees
are responsible for their share of the premium.