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CT Paid Leave board adopts employee handbook revisions aligning sick leave, flex time and notice rules
Summary
The board approved a revised employee handbook that updates how the authority accounts for Connecticut's paid sick leave, increases sick-family leave alignment with state practice, clarifies flex-time and recurring-absence rules and makes other internal scheduling adjustments.
The Connecticut Paid Leave Authority Board of Directors voted March 13, 2025, to adopt revisions to the authority's employee handbook that update internal personnel rules aligned with recent state guidance and internal operations.
Human resources lead Michael presented the proposed revisions and said the changes had been posted for public notice and comment; the authority received no public comments but did receive suggestions from internal staff during the comment period. "The hope is that the board votes to approve these revisions as recommended," Michael told the board prior to the vote. A motion to adopt the revisions was made, seconded and carried with board members voting in the affirmative.
Key substantive changes adopted
- Paid sick leave accounting: The handbook will use existing personal and sick-family accruals to account for the state-mandated five days of paid sick leave that took effect Jan. 1. Under the new approach, three days will be accounted for as personal leave and two days as sick-family leave for reporting purposes; accrual amounts and use remain unchanged.
- Sick-family leave alignment: The handbook previously limited sick-family use to five days for non-CBA employees; the revised policy aligns non-CBA staff with the state's and the authority's collective-bargaining-covered employees by allowing up to 10 days per year for sick-family leave.
- CEO waiver of core hours: The CEO may waive the requirement that employees' regular eight-hour schedule include the 9:30 a.m. to 3 p.m. core period in specific circumstances (for example, outreach staff who work events outside standard hours).
- Flex time: Short absences under 60 minutes may be made up within the same pay period without prior supervisor approval provided the supervisor is informed. Habitual use of flex time can prompt a supervisory review and potential schedule adjustment.
- Vacation-notice sliding scale: Notice requirements for planned leave are now expressed as a sliding scale (double the duration of the absence). For example, a one-day absence requires at least two days' notice; a four-hour absence requires at least eight hours' notice.
- Recurring-occurrence continuity: When an employee is absent for the same reason and returns to work for fewer than two business days before another absence for the same reason, those absences will be treated as a single occurrence for attendance-notification purposes.
Michael told the board the revisions include other cosmetic edits and some language added after the notice period to reflect internal staff input. The board approved the updated handbook language as presented.
