LEAVE OF ABSENCE
Pay Status: Unpaid, but employees may use accrued paid time off (PTO)
and/or paid sick leave. Employees may also be eligible for CTPL benefits.
Benefits: If WDLT provides health benefits to employees on other types of
temporary disability leave, it must continue those benefits for employees on
pregnancy disability leave.
Job Protection: Upon return from pregnancy disability leave, employees are
entitled to be reinstated to their original job or an equivalent position.
Concurrency: Pregnancy disability leave runs concurrently with Federal
FMLA and CT FMLA if the employee is eligible. CT FMLA specifically
allows an additional two (2) weeks of leave for incapacity due to pregnancy
beyond the standard 12 weeks.
E. Military Leave (USERRA)
WDLT complies with the Uniformed Services Employment and Reemployment
Rights Act (USERRA), which protects the employment rights of individuals who
serve in the uniformed services.
Eligibility: All employees who are members of the Uniformed Services
(including reserves and National Guard) are eligible.
Notice: Employees must provide advance notice of their military service
obligations to their immediate manager and HR, unless military necessity or
other circumstances make it impossible or unreasonable.
Duration: Employees may be eligible to take military leave for cumulative
periods of service up to five (5) years.
Pay Status: Military leave is unpaid. Employees may elect to use any accrued
paid time off (PTO) for the period of military service.
Benefits: Employees have the right to elect to continue their group health plan
coverage for up to 24 months but may be required to pay up to 102% of the full
premium.
Reemployment Rights: Upon honorable discharge or release from service,
employees are entitled to prompt reemployment in their previous position or a
position of similar status and pay, provided they meet certain conditions,
including timely return to work based on the length of service.
Non-discrimination and Non-retaliation: WDLT prohibits discrimination or
retaliation against any employee for exercising their rights under USERRA.