Employee Handbook  Back to Camelweb Home
Employee Handbook
Table of Contents
Welcome to the Connecticut College Community!
College Policies
Employment Information
Leave Benefits
Salary and Wage Policy
College Resources and Facilities
Leaving Connecticut College
Glossary of Terms
Hourly Administrative Addendum
Salaried Administrative Addendum
Campus Safety Addendum
Dining Services Addendum
Physical Plant Addendum
Employee Handbook Printer Friendly Version
 Family and Medical Leave Act (FMLA)
 To be eligible for CT FML, an Employee must have completed one year of service and have worked at least 1,000 hours (excluding time off) during the preceding 12 month period of the requested leave date. To be eligible for federal FML, an employee must have completed 1 year of service and have worked (excluding time off) at least 1250 hours during the 12 month period preceding the requested leave date. Employees (except for those employees designated as "highly compensated") will be eligible to return to the same position or when possible, to a position of equivalent pay, benefits and seniority upon their return from an approved leave.
 Family or medical leave will include paid and unpaid leave for any of the reasons listed below. The employee must use all accrued paid vacation and sick leave. The remainder of the leave period will be unpaid. If leave is requested for an employee's own serious health condition, see "Short-Term Disability Leave of Absence with Pay".
 All employees who meet the above requirements may be granted family or medical leave for a period of 16 weeks during any 24 month period (State Law) or 12 weeks in a 12 month period (Federal Law) for the following reasons:
  • birth of the employee's child and subsequent care for the child;
  • placement of a child with the employee for adoption or foster care;
  • care of a spouse, child or parent who has a serious personal health condition; or
  • a serious health condition that prevents the employee from performing essential functions of the job.
FMLA also provides for leave to employees with spouses, children or parents who are serving on (or have been called up for) active duty in the military - length of allowable leave is determined by the reason for the leave; please contact the Benefits Manager.
 Example: The federal/state law offering the best advantage to the employee takes precedent. Connecticut state law provides 16 weeks of leave entitlement during a two year period so that is available first. If needed, the federal law would be available offering 12 weeks the second year under the FMLA. An employee would not be entitled to 28 weeks in one year. Any consecutive period of 15 working days or longer or the equivalent in intermittent leave, including short-term disability leave or workers compensation-related leave, will be charged against the Family and Medical Leave time allowance.
 The right to leave for the birth or placement of a child for adoption or foster care will expire twelve (12) months from the date of birth or placement.
 A husband and wife both working for the College who are eligible for FMLA leave are permitted to take only a combined total of 16 weeks in any 24 month period (State) or 12 weeks in any 12 month period (Federal) if the leave is for the birth, adoption, or placement for foster care of a child, or to care for a parent with a serious health condition.
 In all cases, an employee requesting leave must submit a completed Application for Family and Medical Leave Form, including supervisor's signature, and return it to the Office of Human Resources Except in the case of an emergency, an employee must submit a completed application for leave at least two weeks (ten working days) before the leave is to begin. An application for leave based on the serious health condition of the employee, employee's spouse, child, or parent, must be accompanied by a Medical Certification Statement completed by a health care provider, stating a diagnosis, prognosis, reason employee cannot perform the function of his/her job and any appropriate medical facts regarding the condition for which the leave is requested. A medical certification may be required to support the employee's fitness to return to work from medical leave.
 During a period of unpaid family or medical leave, an employee will retain all benefit plans under the same conditions that applied before leave commenced. An employee must continue to make any contribution that s/he made before taking leave. In the event that an employee does not return to work, the employee is responsible for paying any premium costs incurred by the College during the unpaid leave. Life insurance remains in effect for the duration of the leave.
 Sick and vacation time will not accrue, flexible spending account reimbursement payroll deductions will cease, and no contributions will be made to TIAA-CREF while an employee is on unpaid leave of absence.