Connecticut Family Medical Leave Extended for Military exigency
Many employees are unaware that as of June 7, 2016, the State of Connecticut revised the Family Medical Leave Act to comply with the Federal Family Medical Leave Act, which provides coverage offering employees 16 weeks of leave, over a 24-month period, when a spouse, son, daughter, or a parent has been notified of active duty OR is on active duty.
Covered active duty means you are a member of the regular armed forces or the reserves and you are deployed to a foreign country. If you are a member of the reserve armed forces, in order to qualify, you must be under a call or order to active duty in support of a contingency operation. Deployment to duty also includes any deployment to international waters.
Under these new guidelines, an employee may take FMLA leave for several reasons, including making alternative child care arrangements, attending military ceremonies, or making financial or legal arrangements to address the military member’s absence. For further information, the Connecticut Department of Labor has provided the employee with a guide booklet of your rights and responsibilities under the FMLA which you can view here.
It is unlawful for any employer to interfere with an employee’s rights under the FMLA. If you feel you have been discriminated against on the basis of a request or use of FMLA, Employee Rights can assist you in filing an administrative claim of wrongdoing against your employer. Just give us a call to discuss your situation.