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BobbyRobertson t1_jch0jdv wrote

I think your HR is confusing Federal FMLA laws with Connecticut's Paid Leave program. The latter both protects your job and pays you. You only have to meet the worked-income eligibility requirement have worked for a covered employer anytime in the last 12 weeks

https://ctpaidleave.org/s/employee-landing-page

>Covered employees in Connecticut are eligible for benefits under the CT Paid Leave program if:

>- they have earned wages from a covered employer of at least $2,325 in the highest quarter of the first four of the five most recently completed quarters;

> and they are either:

>- currently employed by a covered employer,

>- or have been employed by a covered employer within the last 12 weeks,

>- or a self-employed person or a sole proprietor who is a Connecticut resident and has enrolled in the program.

They should be looking for guidance around CTPL, not FMLA

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Sad_Rabbit_50 t1_jchlvgn wrote

CTPL does not protect your job - from the FAQ

IS MY JOB PROTECTED IF I UTILIZE THE CONNECTICUT PAID LEAVE PROGRAM?

The CT Paid Leave Authority only offers payment for people who take leave for qualifying events, but does not offer job protection to employees taking leave. Only employers can determine, in communication with the employee, whether the leave taken is subject to job protection under state or federal leave laws.

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Financial-Tough-250 t1_jchoxc5 wrote

But the CT family leave law may protect their job. Separate from the law about CT Paid Leave program.

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Sum_Mo OP t1_jchrmap wrote

Is the CTFMLA and FMLA two different things?

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Financial-Tough-250 t1_jchsa3m wrote

From my reading of it your job should be protected if you have worked the three consecutive months for the company. HR doesn’t know what they are talking about. And if they were to try and fire you if you meet all the eligibility you could sue and possibly get $$

https://portal.ct.gov/DOLUI/FMLA-FAQs

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Sum_Mo OP t1_jchrgjg wrote

I called CTPL today, who I'm doing the claim through. They said the same thing HR was saying, that CTPL is only supplementary income and NOT job protection. That even though it is contradictory, my employer has the right to end my employment essentially stopping any sort of supplementary income, at their discretion. I am getting so much conflicting information, I really don't know what to believe.

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LordConnecticut t1_jci41jo wrote

Two separate acts essentially combine for income replacement and job protection. CTPL is for income replacement, and CTFMLA for job protection (and unpaid leave entitlement). To my knowledge you can use both concurrently. I would reach out to DOL to get info on the latter.

https://portal.ct.gov/DOLUI/FMLA-FAQs

The important section:

Pay While on Leave

Q9. Is my employer required to pay me when I take CTFMLA leave? Generally, CTFMLA leave is unpaid. However, an employee’s accrued, paid leave time with the employer, such as vacation, sick leave, personal leave or paid time off, may be applied to the leave if required by the employer or requested by the employee. An employee may choose to preserve up to 2 weeks of their accrued, paid leave time.

Additionally, wage replacement benefits under Connecticut’s Paid Leave program may apply, as well as short-term or long-term disability benefits, or workers’ compensation depending upon the eligibility requirement for those leaves. More information about Connecticut’s Paid Leave program is available at https://ctpaidleave.org/.

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