Welcome to the home page for Core-CT, Connecticut state government's integrated human resources, payroll, and financial system. Note regarding A&R/P-5 Members: Pursuant to an arbitration award and to related Stipulated Agreements, Administrative & Residual union employees A&R/P-5) have certain important distinctions concerning sick leave use, including: If they use less than 15 sick days, and there is no identifiable pattern of usage, no unauthorized leave, or no adverse effect on other aspects of their work, A&R employees cannot receive a Fair or Unsatisfactory Service Rating in the Dependability category. 2016 CT.gov | Connecticut's Official State Website. Spouse or domestic partner, Child, Parent, Sibling, . Another important thing to note is the pregnancy disability leave law in the state. A form of leave for the death of an immediate family member. Depending on the situation, one or both of these laws may apply. While many organizations are rushing to rethink parental leave policies, wellness benefits, and extending remote working policies after this pandemic, bereavement policies probably haven . Based on the pregnancy disability leave law, employers with 3+ employees must have a leave of absence protocol for special circumstances. Immediate family members can be defined as "an employees spouse, parents, stepparents, siblings, children, stepchildren, grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or grandchild." Job specializations: HR/Recruitment. Highway Use Fee - Registration is now open for certain carriers to register for the new Connecticut Highway Use Fee - Click here for more information. Visit our 1099 page. Immediate supervisor or management designee in accordance with unit procedures. When discussing parental leave, most laws in Connecticut are designed to cover pregnant mothers. Please enable JavaScript to view the page content.<br/>Your support ID is . If you are unable to find the information you need on this page, you can contact the CTDOL Legal Division atDOL.CTFMLA@ct.gov. Oregon is the only state that requires up to two weeks of bereavement leave for employers with more than 25 employees. Employee will also be notified that receiving two Unsatisfactory performance appraisals in a row (for poor attendance or any other reason) is just cause for dismissal from State service. For CCTs and ACTs this is every quarter.). YOUR RETIREMENT YOUR PLAN MEMBERSHIP New Employees Rehired Employees Teachers and Professional Staff Judges CONTRIBUTIONS TO THE PLAN By You By The State Your Beneficiary SERVICE AND BENEFIT INFORMATION Actual State Service Vesting Service . In Illinois, the Child Bereavement Leave Act states that companies with more than 50 employees . All employees shall report any absence to their immediate supervisor or management designee in accordance with unit procedures. The following standardized policies are issued by the Indiana State Personnel Department (INSPD) and apply to those state government agencies and employees identified in the scope of each policy statement which includes an overview of the state's policy on these topics. Sick Leave - Death in Immediate Family - Five Days - MPP 06-009 - January 2007, Authorizes a maximum of five days per calendar year deducted from an employee's sick leave balances for absences due to death in the employee's immediate family, Sick Leave - Family Sick Leave for Executives (E-Item 0936), Family Sick Leave for Executives - Five Calendar Days Per Year, Sick Leave - Family Sick Leave for Managerial and Confidential Employees - MPP 97-006 - November 1997, Authorizes managerial or confidential employees five (5) sick family days per calendar year to be used in the event of critical illness or severe injury to an immediate family member, Sick Leave - Manager's Sick Leave Bank Application Form, Enrollment form for participation in the Management Sick Leave Bank, Sick Leave - Manager's Sick Leave Bank Information, Information on the Managerial Sick Leave Bank, Sick Leave Bank for Managerial Employees - MPP 97-001 - February 18, 1997, Established eligibility and guidelines for managerial employees to utilize a sick leave bank due to illness or injury when all other leave has been exhausted (except vacation leave up to 60 days), Vacation Leave - Accrual of Vacation Leave - MPP 88-002 - February 1989, Authority for vacation leave to not accrue in any month where the employee has more than five (5) days of leave without pay, Vacation Leave for Managers, Confidentials and Executives - MPP 05-003 - December 2005, Establishes vacation leave accruals for executive, managerial and confidential employees assigned to the EX, MD, MP & VR Pay Plans, Voluntary Schedule Reduction Program Request Form - CT-HR-7, Form used by an employee to request from his/her agency a schedule change under the voluntary schedule reduction program, Current union contracts (collective bargaining agreements) for 14 of theState employee bargaining units in the executive branch. Benefits may vary depending on whether you are a . Summary. font size. FOR STATE AGENCIES . Bereavement Leave All full-time employees accrue 1 day (7.5 hours) of sick leave per month, provided they work the major portion of that month. Educational Leave - policy to use educational leave. Welcome to the Core-CT Website. Once an employee has reached this threshold, any additional occasions will be reviewed by Human Resources and may result in progressive disciplinary action. . An employee whose attendance falls below Department standards will be counseled constructively, and a program of expected improvement will be implemented. This time off is allocated per servicemember per injury. DEFINITIONS 1. Connecticut Minimum Wage is/was as follows, on the following effective dates: $10.10 prior to October 1st, 2019. - Click here for the latest information. 5 Hours recorded when the employee is protected under OFLA-bereavement leave of up to 80 hours per event. Log out of the CTDOL leave and complaint and appeals portal, don't just close the window. A supervisor's failure to enforce a policy does not excuse an employee from complying with it, nor . CTDOL Leave complaints are filed below after January 15th. An employer is required to pay accrued vacation to an employee upon separation from employment if its policy or contract requires it. They derive from State of Connecticut benefits or statutory language specific to higher education, in addition to Board of Trustee . At UConn, personal time off includes vacation, sick, personal leave and holidays. You can watch ourInformational webinarand review ourPowerPointslideshow for more detailed information about the Connecticut Family & Medical Leave Act. Service workers may carry over up to forty (40) hours of sick leave from one year to the next; however, they are only legally entitled use up to forty (40) hours of sick leave in a year. Connecticut does not have a law which requires an employer to grant its employees leave, either paid or unpaid, to vote. It seems that JavaScript is not working in your browser. of Wage and Workplace Standards FAQs. The base pay range for this role in CA, CT, RI, WA, OH, CO, MD, NV, NY is $160,000 per year to $220,000 per year. Illinois has a more limited law: Illinois' Child Bereavement Leave Act requires employers with at least 50 employees to provide up to 10 work days of unpaid leave upon the loss of a child. It could be because it is not supported, or that JavaScript is intentionally disabled. Sick Leave - Family Sick Leave for Managerial and Confidential Employees - MPP 97-006 - November 1997. IMPORTANT INFORMATION - the following tax types are now available in myconneCT: Individual Income Tax, Attorney Occupational Tax, Unified Gift and Estate Tax, Controlling Interest Transfer Tax, and Alcoholic Beverage Tax. Department of Administrative Services policy pertaining to the federal Americans with Disabilities Act as well as CT laws and regulations pertaining to individuals with disabilities, DAS Anti Harassment Discrimination Policy, Department of Administrative Services policy pertaining to providing a work environment in which all people are treated with respect and dignity, DAS Attendance Policy Guidelines for Employees, Department of Administrative Services policy pertaining to employee attendance, Department of Administrative Services policy and procedure for addressing complaints of alleged discrimination and retaliation, Department of Administrative Services general rules pertaining to ethical standards for employees, DAS Vehicle Use for State Business Policy (DAS General Letter 115), Policy for use of vehicles for state business, Department of Adminstrative Services policy pertaining to prevention of violence in the workplace - includes prohibited conduct, reporting procedure, investigation and corrective action, There are additional conditions for employees who require time off to care for a family member in the armed forces. Tags: basics, Bereavement Leave, ctfmla, death, fmla, funeral, leave, leave of absence. CU Compensatory Time Used Use whenever an employee charges leave to Comp Time. Do not use the Leave Complaint and Appeals portal as it could slow down your unemployment appeal. TAG Policy No. The provisions of bereavement leave differ depending on whether the employee is excluded or rank and file. * Leave earned in excess of the maximum allowable days will be transferred to the employee's sick leave account annually on the employee's anniversary hire date. Bereavement leave is granted to all employees for a maximum of 7 days without a loss of benefits in the event of a death of any of the following family members of the employee: Spouse. 032108JTC. If the absence is continuous or lengthy, notify your supervisor on a daily basis, or as otherwise required by your supervisor. A Federal employee may use up to 104 hours (13 days) of sick leave each leave year for family care and bereavement, which include making arrangements required by the death of a family member and attending the funeral. This resource does not address local laws. An expected absence should be reported as far in advance as practical to ensure adequate work coverage. The scope of this policy incorporates collective bargaining agreements, including, but not limited to, Administrative and Residual Employees Union (P-5 . Messages may not be left with clerical, support staff or co-workers. colonoscopy) or scheduled doctors appointments. For the Leave Donation form please click here. Covered employees in Connecticut are eligible for benefits under the CT Paid . CTDOL will never text you a link. If an employer chooses to provide such benefits, it must comply with the terms of its established policy or employment contract. State of Connecticut . These provisions also apply to relationships by marriage. font size, Human Resources Business Rules and Regulations. If you think your account has been compromised, contact the CTDOL Appeals Division at 38 Wolcott Hill Road, Wethersfield, CT 06109. The Office of Faculty Affairs is available for assistance with questions on any of the policies listed here at 860-679-2413. Employers with 75+ employees must offer up to 26 weeks off in 12 months to care for ill or injured servicemembers. Home Employment and Labor Laws States Connecticut. The California Family Rights Act (CFRA) entitles employees to five days of unpaid bereavement leave. Bereavement Leave - leave that is granted to an employee (and not deducted from the employee's sick, annual, personal, or compensatory leave) upon the death of certain family members as defined in Section IV. It could be because it is not supported, or that JavaScript is intentionally disabled. Healthcare Providers to March on DMHAS Headquarters, Escalate Demands to Staff Open Positions, Expand Lifesaving Services, Public Healthcare Workers Raise Urgent Demand for Gov. If you are absent because of illness or injury but have exhausted your sick leave accruals, you must: The immediate supervisor or management designee shall review all attendance records on at least a quarterly basis. How should an employer respond toa death in the employees family? None of this is easy. an employee working a 12-hour day may be granted tup to 3 working days plus an additional 4 hours. Obviously, top on this list is having a well-drafted bereavement leave. Progressive discipline may be initiated for repeat offenses. Telephone: (860) 263-6970 Fax: (860) 706-5767. The range is what we reasonable expect to pay for this role. With a bereavement leave policy in place, employees are entitled to be absent from work to attend a funeral or memorial without having to use their regular leave. The blog discusses new and noteworthy events in labor and employment law on a daily basis. 618 (2001). 2022 State Holiday and Check Dates Calendar, The 2022 State Holiday and Check Dates calendar for State Employees, 2023 State Holiday and Check Dates Calendar, The 2023 State Holiday and Check Dates calendar for State Employees, DAS Equal Employment Opportunity Information. Dan represents employers in various employment law matters such as employment discrimination, restrictive covenants, human resources, retaliation and whistle blowing, and wage and hour issues. font size, Human Resources Business Rules and Regulations, Professional Development/Tuition Reimbursement. In cases where an employer is excused for compensating an employee for jury service, the state will compensate the employee for the first five days of jury service, not to exceed $50 per day. CTDOL makes no claims, promises, or guarantees about the accuracy or completeness of the information contained herein. font size, Human Resources Business Rules and Regulations, Professional Development/Tuition Reimbursement. The COVID-19 pandemic has focused attention on a topic that typically doesn't get much consideration from HR: employee bereavement policies. Lamont to Fill 1,000 Vacancies by August 1, Cite Record-High April Retirement Numbers, Dangerous Shortage of Lifesaving Care, CT in Crisis: Mental Health Symposium to Examine Growing Crisis Among Children & Adults 2022, Statement of SEBAC Leadership on Vaccine Mandate for Workers in State Hospitals and Long-term Care Facilities, Long-Term Care Workers Join SEBAC Press Conference for Fair Contracts with the State. Daniel A. Schwartz created the Connecticut Employment Law Blog in 2007 with the goal of sharing new and noteworthy items relating to employment law with employers, human resources personnel, and executives in Connecticut. Bereavement leave (sometimes called grievance pay) is time off of work given to eligible employees after the death of a family member or a loved one. Employers: According to the latest guidance from the CDC, if you have employees home sick with COVID-19, they are no longer required to provide a negative COVID-19 test so they can return to work. 200 Folly Brook Boulevard, Wethersfield, CT 06109 / Phone: 860-263-6000 . (Attendance needs to be reviewed and rated during the initial working test period performance reviews. To learn more about Connecticuts sick leave law, visit our Connecticut Sick Leave Law page. Do not click on links you receive by email unless you are certain they are from CTDOL. If you do not have internet access or need assistance filing an appeal, please contact the CTDOL Appeals Division at 38 Wolcott Hill Road, Wethersfield, CT 06109. Notice of Eligibility and Rights and Responsibilities, Medical Certification for Employees Serious Health Condition, Medical Certification for Care of a Family Members Serious Health Condition, Medical Certification for Serious Injury or Illness of a Servicemember for Military Caregiver Leave, Whats the process for filing an Appeal with CT Paid Leave, Connecticut Paid Family & Medical Leave (ctpaidleave.org), CONNECTICUT GENERAL STATUTE 31-57r PAID SICK LEAVE (state.ct.us), File a New Family & Medical Leave Complaint. Please review the information below to learn more about the leave benefits available to . If you do not have internet access or need assistance filing an appeal, please contact the CTDOL Appeals Division at 38 Wolcott Hill Road, Wethersfield, CT 06109. You can view a PDF of the 1199 State Employees Contract by clicking HERE. To decide personnel appeals of state managers and confidential employees or groups of such employees, who are not included in any collective bargaining unit of state employees. Sick Leave. Telephone: (860) 263-6970 Fax: (860) 706-5767. During the summer last year, I started a weekly series of posts about various "basics" of employment law, with a particular focus on Connecticut. Following constructive counseling, continued Occasions of absenteeism shall be reported by the supervisor and/or manager to Human Resources. Indeed, do a search for "death" or "funeral" in the Connecticut FMLAregulations and your searches will come up empty. In a time when some employees are still mourning the . Connecticut law does not require private employers to provide employees with either paid or unpaid holiday leave. If so, are they non-discriminatory? 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