How to File for the Connecticut Family Leave Act
The Family and Medical Leave Act (FMLA) as defined in the Connecticut General Statutes and amended April 2010, entitles a person up to 16 work weeks of medical leave during any 24-month period. To exercise the right, the employee must determine his eligibility and qualifying condition for FMLA leave and fulfill his responsibility with the employer.
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Instructions
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Determine if the employee is eligible for medical leave. In the state of Connecticut, an employee must verify employment for a total of at least 12 months or 1,000 hours of service during a 12-month period, by the date the family or medical leave is to begin.
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Identify the qualifying medical condition that warrants FMLA leave. The birth of a child or placement of an adoptive or foster care child with the employee are conditions covered under FMLA. Other circumstances include a serious health condition of the employee, spouse, child, parent or an in-law.
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Give notice to the employer. The employee is required to give notice at least 30 days in advance of the FMLA leave if the need for leave is known. If advance notice cannot be given, notice must be given to employer as soon as possible and practical and can be given by a family member or other spokesperson. Intermittent leave to attend a series of medical treatments, requires only one notice to the employer. The notice can be verbal or written but should state the FMLA qualifying condition and give an estimated time and length for the leave.
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Comply, if required, with the employer’s normal policies and procedures for requesting time off.
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Discuss with the employer, if the leave is intermittent, a work schedule that meets the needs of the employee with minimal disruption to the employer’s normal business operations.
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Submit to the employer medical certification for the FMLA qualifying condition upon the employer’s request. If the leave is foreseeable, the certification should be provided 30 days in advance, or no later than 15 days after the employer’s request. Generally, the certification should be completed by a health care provider utilizing Form DOL-FM1 developed by the Connecticut Department of Labor.
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Tips & Warnings
An employee does not need to mention FMLA or the employee’s rights under the Act.
If the employee does not provide notice to the employer 30 days in advance of FMLA leave, and the leave is determined to have been foreseeable and known, the employer has the right to delay the leave request until 30 days after the notice is provided.
References
- Photo Credit medical tool. image by Yuri Bizgaimer from Fotolia.com
