Connecticut Paid Leave Authority explains safe leave, eligibility and how to apply

Erin Choquette, chief executive officer of the Connecticut Paid Leave Authority, outlined how Connecticuts paid-leave program supports people seeking safe leave after family violence or assault and explained who is eligible for income replacement benefits and how to apply.

Choquette said eligible workers may take job-protected safe leave under the Connecticut Family Violence Leave Act and also "may be eligible to receive income replacement benefits" through the Connecticut Paid Leave program while out of work for those reasons. The presentation emphasized eligibility rules, documentation requirements and the programs application pathways.

Why it matters: The guidance clarifies intersections among the Family Violence Leave Act, the Connecticut Paid Leave Act and the Connecticut Family and Medical Leave Act (FMLA). Workers who qualify for safe leave may receive up to 12 days of income replacement benefits for family-violence or assault-related leave, and those who experience a serious health condition from such violence may have additional leave rights and longer paid-leave access under FMLA.

Key facts and eligibility Choquette said workers may take unpaid job-protected leave under the Connecticut Family Violence Leave Act for purposes including seeking medical or psychological care, getting services from a victim-services organization, relocating because of the violence, or participating in civil or criminal proceedings related to the crime. "A worker who is the victim of family violence or assault may take up to 12 days of unpaid job protected leave in a calendar year," she said.

To receive income replacement benefits from the Connecticut Paid Leave program, Choquette said an eligible worker must meet an earnings test: "First, you must earn at least $2,325 in the highest earning quarter of the first 4 of the 5 most recently completed quarters." She added a claimant must be currently employed by a covered Connecticut employer, be an enrolled sole proprietor or self-employed individual who opted in, or have been employed by a covered employer within the 12 weeks immediately before benefits would begin.

Employer coverage and exclusions The presentation distinguished coverage under different laws. Choquette said the Family Violence Leave Act applies to employers with three or more employees and includes the state and political subdivisions (towns, municipalities and schools), while the Connecticut Paid Leave Act generally applies to almost all Connecticut employers with one or more employees and allows sole proprietors who opt in to participate. She noted that certain employers are excluded, including the federal government, governments of other states, and tribal sovereign nations as identified in the presentation.

Documentation and confidentiality Choquette explained required documents for a claim: identity verification, an employment verification form provided by the program to give to the employer, and documentation tied to the specific leave reason. For safe leave the program provides a safe leave statement that must be completed and signed by the applicant or by an authorized third party such as an attorney, an employee or agent of a victim services organization, an employee of the judicial branch Office of Victim Services, an employee of the Office of Victim Advocate, a licensed medical professional, or other licensed professional who is working with the applicant and can attest they experienced family violence or assault. As an alternative, she said, an applicant can sign the safe leave statement and submit it with a relevant police or court record.

Choquette warned that employers may request similar documentation if an employee asks for safe leave but stressed that employers have an obligation to keep such information confidential and that employees should request the leave to secure job protection.

Leave types and durations Choquette described types of leave available to claimants: continuous (a single block of time), reduced schedule (a temporary change in hours), and intermittent (separate nonconsecutive periods). She said medical or caregiver leave claimants may receive up to 12 weeks of income replacement benefits in a 12-month period and may be able to take 12 weeks of job-protected leave under Connecticut FMLA for those reasons.

How to apply and resources Applicants can begin claims at ctpaidleave.org or by calling the programs claim administrator, Aflac. "If you call them by (877) 499-8606, you can start a claim by phone," Choquette said. She urged claimants to create an account on the online portal to upload documents and check claim status; claimants will receive a notice by email or regular mail with the documentation they need to submit. The program website includes examples, guidance and videos to help applicants prepare and understand what to expect.

Additional help and community organizations Choquette encouraged people to reach out to the Connecticut Judicial Branch Office of Victim Services for information about programs and benefits available to crime victims and named additional organizations that provide support, including the Connecticut Coalition Against Domestic Violence and a statewide alliance noted in the presentation. She closed by reiterating that the program and partner organizations are available to help and directed listeners to ctpaidleave.org for more information.