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Connecticut Expands Family Violence Leave

18 Jun

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Update Applicable to:Effective date
All employers with 3 or more employeesOctober 1, 2024


What happened?

On May 9, 2024, Governor Ned Lamont signed SB 222, introducing changes to the Paid Family and Medical Leave Statutes.


What are the details?

Beginning October 1, 2024, Connecticut has expanded its family violence leave law to include leave for sexual assault. The law applies to employers with 3 or more employees and allows employees who are victims to take up to 12 days of leave per calendar year for specified reasons, such as to seek counseling or to relocate. 


Key Bites:

  • Makes amendments to employer requirements under the paid family and medical leave statutes, such as registering with the authority and submitting reports required in form and manner.
    • Failure to do this will result in the imposition of penalties.
  • Includes federally recognized tribes as employers in the law, among other definition changes.
  • Addressing issues related to concurrent payments to allow them up to the employee’s regular compensation rate.
  • Handling of overpayments, penalties, and interest rates.
  • The bill also makes minor and technical changes to the paid family and medical leave statutes.
  • The authority shall develop an informational poster to be displayed in a clear and conspicuous place by healthcare providers, in the form and manner established in the act.
  • Include leave for sexual assault.


Business Considerations

  • Employers should update their domestic violence leave policy to include victims of sexual assault.
  • Employers should understand the definition of a municipality as it applies to both the CT Paid Leave program and the CT Family and Medical Leave Act, creating consistency between the two laws.
  • Employers should ensure they are registered with the CT Paid Leave Authority and are submitting payment return files as required.
  • Employers should be aware of the potential penalties for failing to register and submit payment return files and ensure compliance to avoid them.
  • Employers should communicate to their employees that state or federal benefits that provide income replacement cannot be received concurrently with CT Paid Leave benefits.
  • Employers should inform their employees that they may receive CT Paid Leave benefits and compensation from the victim compensation program.


Source References


Resources

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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