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CT Paid Leave Authority committee keeps bylaws intact, hears staffing update and keeps bimonthly meetings
Summary
At the committee meeting, staff reported no recommended changes to the bylaws and plan of operations, provided an organizational update highlighting two vacancies and succession planning, and the committee agreed by consensus to continue meeting every other month in 2026.
The CT Paid Leave Authority committee reviewed its bylaws and plan of operations and recommended no changes after a brief discussion of officer roles and hiring language. Erin, who led the review, told the committee that the materials were last reviewed in 2022 and that the three‑year statutory review requirement requires review but not automatic changes.
Erin noted a passage about staff selection and board‑approved compensation; a committee member asked whether the language meant the board must approve each hiring decision. Erin said the agency’s handbook and budget documents address compensation and that the process appears consistent with the bylaws. "We have policies and procedures in the handbook that talk about the compensation rates," Erin said.
On staffing, Erin presented the organization chart and said the agency has two vacancies: associate general counsel and development and operations engineer. She reviewed which positions are covered by collective bargaining under the enabling statute and which are unclassified or functionally equivalent to state positions. "We have really a very flat organization," Erin said, noting a CEO‑level role with six to seven direct reports and several internal promotions and backfills used to create growth opportunities.
Erin said the board had directed development of succession planning and that she is pursuing internal promotion pathways and modest structural layers (particularly in finance and benefits) to create opportunities without unnecessary headcount growth. When a committee member asked whether new positions would be added solely for succession planning or for operational need, Erin said the intent is not to add positions for their own sake; she recommended refilling two vacancies and creating interim levels that could be filled by internal promotions.
For new business, the committee revisited an experimental every‑other‑month meeting schedule used in 2025. Michael and Erin said the schedule had not impeded staff operations and that timelines were adjusted appropriately. With no objections, members expressed consensus to continue the bimonthly schedule in 2026.
Votes at a glance: the committee approved the minutes of 09/02/2025 (one member recorded opposition) and later moved and approved adjournment.
