[{"_1":2,"_100":-5,"_101":-5},"loaderData",{"_3":4,"_26":27},"root",{"_5":6,"_17":10,"_18":19,"_20":21,"_22":10,"_23":-5,"_24":-5,"_25":10},"user",{"_7":8,"_9":10,"_11":10,"_12":-5,"_13":-5,"_14":15,"_16":-5},"roles",[],"isAuthenticated",false,"isPremium","planName","subscriptionStatus","featureFlags",{},"insightsBudget","isDevelopmentHost","userPreferences",{},"recaptchaSiteKey","6LcvOJcUAAAAAHsB-gPGfGktcRlKpH7OTIU_dMTD","isImpersonating","impersonation","affiliateStatus","isFreedomPortal","routes/v2/article/layout",{"_28":29,"_30":31},"notFound",true,"relatedArticles",[32,76,88],{"_33":34,"_35":36,"_37":38,"_39":40,"_41":42,"_43":44,"_45":46,"_47":48,"_49":50,"_51":52,"_53":54,"_55":56,"_57":58,"_59":60,"_61":62,"_63":64,"_65":66,"_67":68,"_69":70,"_71":72,"_73":74,"_75":74},"mediaId",6653075,"mediaKeyId","2485815-85de848e549b5a4fb784a39ffc7fc3da","parentId",2485815,"title","Committee approves January minutes and adjourns","audioSeconds",1345,"startMs",81000,"endMs",1426000,"viewUrl","/Search/View?dp=1&key=2485815-85de848e549b5a4fb784a39ffc7fc3da&start=81&end=1426","thumbnailUrl","https://assets.pipeline.soar.com/2485815-85de848e549b5a4fb784a39ffc7fc3da/thumbnail_81000.jpg","articleUrl","/articles/6653075/Connecticut/Committee-approves-January-minutes-and-adjourns","mediaUrl","https://secure.pipeline.soar.com/6653075-1f1d35f0e72fe7d65a688ddba3355f8d/orig.mp4?Expires=1771155854&Signature=oUbyNNEhIBi-aIym-zsOGzNUoEYfgkv0OvOMvgmJw~a88bRpOr4FDoPoNtTf~gO19AkzK1JlT6inOIhcxjZS6zP-IlFDPbUGCdDuN9Ukb8dEbR4V31hiYXrMf8ngo1ty9afLRu8TnDK-EUe2Jnei~~TXz1aqtUi7kHHPATUgWWFl4bXiKGAWCx1mwv2HW8TFku94TLbbzWJo7-6ZGQh-oUZyt5HHyLbTf9Fcb9i~nOjIOBMizqKJ1Hs~aKk0VlzTtJqO1AAS-tkvgrvcHXHh0mHwkqw1Mk1OFir9dHqb8I69LLSqeN~-jhmDZi3A-YECuqnPgdEBqWrnfiVaBa2lwA__&Key-Pair-Id=KUT5TJCACFTXG","author","Connecticut Paid Leave Authority CT","date","2025-03-04T16:22:07.247Z","article","The Policy & Personnel Committee voted to approve the minutes of its January meeting and later voted to adjourn.

Holly Williams moved to approve the January meeting minutes; Eva Bruner de Zimmerman seconded. The committee approved the motion by voice vote — recorded as “Aye” — and the motion carried.

At the meeting’s close, a member moved to adjourn; Ellen McKitterick seconded and the committee voted by voice to adjourn. The meeting was adjourned at 9:24 a.m.

These procedural motions were recorded on the committee transcript and carried by voice vote; no roll-call tally was provided in the transcript.","mediaType","Video","parentTitle","March 4, 2025, CT Paid Leave, Policy & Personnel Committee Meeting","oneSentenceSummary","The Policy & Personnel Committee approved the January meeting minutes and then voted to adjourn. Motions were made and seconded on the record and carried by voice vote.","taxTitle","CT Paid Leave Authority, Quasi-Public Agencies, Organizations, Executive, Connecticut","taxId",15727,"location","Connecticut","headline","","shortSummary",{"_33":77,"_35":36,"_37":38,"_39":78,"_41":79,"_43":80,"_45":81,"_47":82,"_49":83,"_51":84,"_53":85,"_55":56,"_57":58,"_59":86,"_61":62,"_63":64,"_65":87,"_67":68,"_69":70,"_71":72,"_73":74,"_75":74},6653081,"Authority reviews staffing growth, promotion and salary-setting approach",717,608000,1325000,"/Search/View?dp=1&key=2485815-85de848e549b5a4fb784a39ffc7fc3da&start=608&end=1325","https://assets.pipeline.soar.com/2485815-85de848e549b5a4fb784a39ffc7fc3da/thumbnail_608000.jpg","/articles/6653081/Connecticut/Authority-reviews-staffing-growth-promotion-and-salary-setting-approach","https://secure.pipeline.soar.com/6653081-76ca1334365d87079134e8c8184e17e6/orig.mp4?Expires=1771155854&Signature=AJ1pFoOfQp4OhMOBY7Ajw3JYLGddpcvJ0uL0q0I5St7KH~hbauQcPhBql0w6Z1Gj434mbkeRpbJhHcuV7s7NrvqouuV~VoRvw9QGm2rkIDSN1z3q5IKOAynOAjaEPLlkm0gBDaoDZOA28Ygl7ZfmaYyhIS0F25v3Q4x8X3mesvCx7dEQY~cLMEz0-KQ4PZlE51YAlL2PpdeOm5mjiPDDSbRjp6lPWdH17BS5zuUujmmS2Y6nR6xPLk~-QRZSGm3z6CWGm5HIIz-oVpIT9mq-VPGayIGYIdKq7BxBgIYDYIWszxeR2TGRt5RXE4OYBmgmsnd7zhB66sBJsvW-FrXv8Q__&Key-Pair-Id=KUT5TJCACFTXG","Erin, a staff member, told the Policy & Personnel Committee that the authority is marking the fifth anniversary of its first hire and now employs 45 people. She said leadership wants to focus on creating upward mobility and promotional opportunities within the organization.

As an immediate personnel change, Erin said the authority plans to expand Jess's responsibilities to include oversight of both worker and employer experience and will retitle Jess as chief experience officer. Erin said that employer contributions will remain with finance; Jess’s responsibilities will focus on employer registration and other parts of the employer experience.

The committee also discussed the authority’s salary-setting process. Erin summarized the current approach: if a position is comparable to classified state jobs, those employees are treated as classified and represented by collective bargaining; other positions are unclassified and part of the state's variable rate (VR) pay plan. Erin said the authority has employees represented across three unions (clerical; administrative/residual P-5; engineering and scientific P-4).

For unclassified positions, Erin said managers have discretion within the VR plan and that the authority benchmarks salaries using four factors: comparable state managerial/executive pay plans, peer quasi-public agencies, other paid-leave programs nationwide, and the nonprofit market. She said the authority works with HR partners at the Department of Administrative Services (DAS) when setting ranges.

Board oversight occurs primarily through the budget process, Erin said: staffing levels and vacancies are presented in budget documentation so the board is informed of hiring and salary plans.

Why it matters: The staffing and compensation approach affects retention, promotion opportunities, and alignment with state rules and collective bargaining obligations.

Questions from committee members confirmed that the authority is not subject to the state’s traditional position-approval process for classified positions: the authority determines needed positions and then those positions are treated as classified if they are comparable to unionized state roles.

Erin asked for committee feedback as leadership continues to consider span of control, lead roles, and ways to create career pathways.","The committee received an update on staffing: the authority now has 45 employees, plans internal promotion (Jess to Chief Experience Officer), and discussed how salaries are set across classified (union) and unclassified positions using benchmarks and HR partners.",{"_33":89,"_35":36,"_37":38,"_39":90,"_41":91,"_43":92,"_45":93,"_47":94,"_49":95,"_51":96,"_53":97,"_55":56,"_57":58,"_59":98,"_61":62,"_63":64,"_65":99,"_67":68,"_69":70,"_71":72,"_73":74,"_75":74},6653085,"Committee reviews handbook revisions after state guidance on paid sick leave",391,206000,597000,"/Search/View?dp=1&key=2485815-85de848e549b5a4fb784a39ffc7fc3da&start=206&end=597","https://assets.pipeline.soar.com/2485815-85de848e549b5a4fb784a39ffc7fc3da/thumbnail_206000.jpg","/articles/6653085/Connecticut/Committee-reviews-handbook-revisions-after-state-guidance-on-paid-sick-leave","https://secure.pipeline.soar.com/6653085-0cdbcc9863208477aef42c148cda642d/orig.mp4?Expires=1771155854&Signature=i7UiXJ8T8D8Zd5elM6KkyTY9MJhoAVK4xdUUPceMy1F0NKIyvv3abO76KE5iPuV7TGJe23xg31DcOfNnyldt7IMDi-HMAgomkolCrKHEU7uqKDkRGA2E0ODY6gaCFfxJiOPqZFG8M6dwfl~UpwZbz8ovXqb4AHXr8KLQOStGulbooThBqRY0z1pM2xFd8Il0oRz4D2iLOl~G~tINOyImPfrDgv-lkvUHvDA87pbXuNunInuTG8gd2jeN-hSkAei73NPmHkVyPejBAUGvJDsZ4gabYVdepflkVe6VpTBvOF30qXs7K4vwjMgQVIt4EUC2ijFOaw5Iels2H3xQLdz8FQ__&Key-Pair-Id=KUT5TJCACFTXG","The Policy & Personnel Committee of the CT Paid Leave Authority on an unstated date reviewed proposed revisions to the authority's employee handbook and agreed to send the updated draft to the full board for a vote next week.

Michael, a staff member who presented the changes, said the revisions reflect guidance from the state of Connecticut on how employers should account for the new paid sick leave law that took effect Jan. 1. “Essentially, they're saying that you use 3 days of your PL time and 2 days of your sick family that account for the 5 days under the paid sick leave program,” Michael said.

The committee was told the authority did not receive comments from the general public during the notice-and-comment period, though it did receive internal feedback from employees. The presenter said the redline version circulated to the committee shows the edits and that a later set of edits is highlighted in blue.

Why it matters: The handbook changes are intended to align the authority's internal policies with state guidance and to clarify employees' responsibilities and managers' discretion, particularly for leave use and scheduling.

Key changes discussed include:

- State accounting for paid sick leave: The authority will follow Connecticut's approach in which the paid-sick-leave requirement is met by accounting for three days of paid leave (PL) plus two days of sick-family leave for a total of five days under the state program. Michael said this is largely an accounting change rather than a change in accrual amounts.

- Medical-certification limits: Michael said the state guidance means employers cannot require a medical certificate when an absence is claimed under the state paid sick leave program, so the authority's policy was adjusted to remove a requirement that would have allowed requesting a med cert in those cases.

- Sick-family leave expansion: The handbook expands sick-family time from five days to 10 days per calendar year to align with state practice for union and nonunion employees.

- Core hours and flex-time: The updated draft keeps a default core-hours window of 9:30 a.m. to 3 p.m., Monday through Friday, but allows exceptions for roles that regularly require off-hour coverage (for example, outreach staff with events). Short flex breaks under 60 minutes require no prior approval if a supervisor is aware; flex time exceeding 60 minutes requires prior approval. The draft adds language that regular, habitual use of flex time may prompt a discussion about changing an employee's regular schedule.

- Vacation and comp-time notification: The rule was changed from a fixed two-days/ two-weeks notice structure to a sliding-scale approach — employees should notify managers at least twice the amount of time they will be absent (for example, notifying more than two days in advance for a one-day absence).

- Recurrent occasions (unscheduled absences): The draft treats a return-to-work followed by another absence for the same reason within two days as a continuation of the original absence rather than as two separate occurrences.

- Cosmetic/clarifying edits: The draft updates the table of contents, standardizes references to “employees” rather than “you,” replaces obsolete references to “beepers” with “electronic equipment” (to cover monitors, mice, keyboards, etc.), and calls out existing notice periods for specific leaves such as military leave and FMLA.

Michael told the committee the hope is that the full board will vote to adopt the handbook next week; before that vote, the committee asked questions and received the update. No public comments were reported during the notice period.","The CT Paid Leave Authority Policy & Personnel Committee reviewed proposed employee handbook revisions, including state guidance on how paid sick leave is accounted for, expanded sick-family leave, flex-time rules, and other clarifications. The committee will forward the changes to the full board for adoption.","actionData","errors"]

Article not found

Committee approves January minutes and adjourns

Authority reviews staffing growth, promotion and salary-setting approach

Committee reviews handbook revisions after state guidance on paid sick leave