LEAVE OF ABSENCE
Job Protection: Upon return from CT FMLA leave, employees are entitled to be
reinstated to their original job or an equivalent position. If an employee is
unable to perform their original job duties due to a serious health condition,
WDLT must transfer the employee to a job they are physically able to perform,
if such a position is available.
Concurrency: Federal FMLA and CT FMLA will run concurrently if an
employee is eligible for both. Federal FMLA and CT FMLA may also run
concurrently in other applicable situations such as when an employee is out of
work due to a workers’ compensation related injury or illness.
C. Connecticut Paid Leave (CTPL)
The Connecticut Paid Leave (CTPL) program provides wage replacement benefits to
eligible employees who are taking leave for reasons that qualify under the Federal
FMLA or CT FMLA, including family violence leave. The CTPL is administered by
the Connecticut Paid Family and Medical Leave Insurance Authority. The
Authority, not WDLT, determines whether an employee is eligible for CTPL. The
following provides a summary of certain key aspects of the CTPL.
Purpose: To provide income replacement during a qualifying leave, not to
provide additional job-protected leave time.
Eligibility:
Currently employed by WDLT or was employed within the prior 12 weeks
Must meet earnings requirements (have earned at least $2,325 in the
highest earning quarter of their "base period" and at least 1.5 times that
amount in the last four quarters of the base period).
Qualifying Reasons: Any reason that qualifies for leave under Federal FMLA or
CT FMLA, as stated above. In addition, an employee may be eligible if they are
a victim of family violence or sexual assault (up to 12 days within the overall
12-week maximum).
Duration of Benefits: Up to twelve (12) weeks of benefits in a 12-month period.
An additional two (2) weeks of benefits are available for incapacity during
pregnancy. Up to12 days of benefits are available for family violence leave
within the 12-week maximum.
Interaction with Employer PTO: Employees cannot receive CTPL benefits for
any period during which they are receiving employer-provided paid time off
(PTO) for the same absence. CTPL benefits will supplement, not replace, such
employer-provided pay. Employees also may not be eligible for CTPL benefits if
they are receiving workers’ compensation benefits or any other state or federal
program that provides wage replacement.