Understanding the Connecticut Sick Leave Law in 2020
The Connecticut Sick Leave Law, also known as the Paid Sick Leave Act, was enacted to ensure that employees have access to paid sick leave for their own or a family member's medical needs. In 2020, the law underwent some changes that employers and employees should be aware of. This article aims to provide a comprehensive guide to the Connecticut sick leave law in 2020.
Who is Covered by the Connecticut Sick Leave Law?
Most employees in Connecticut are covered by the Paid Sick Leave Act. However, the law does not apply to employees who are covered by a collective bargaining agreement that waives the law's provisions, or those who are employed by the federal government. Additionally, employees who work in certain industries, such as manufacturing, retail, or construction, may be exempt if their employer has fewer than 50 employees.
Accrual and Usage of Sick Leave
Employees begin accruing sick leave at a rate of one hour for every 40 hours worked. Employees can start using their accrued sick leave after a 90-day employment period. The maximum amount of sick leave an employee can accrue is 40 hours, unless the employer allows for more.
Reasons for Using Sick Leave
Employees can use sick leave for their own medical needs, to care for a family member, or for certain public health emergencies. This includes diagnosis, care, or treatment of a physical or mental illness, injury, or health condition, or preventative medical care. It also covers time off to care for a family member who needs medical care, or to address certain public health emergencies, such as quarantine or isolation due to COVID-19.
Employer Notice and Record Keeping Requirements
Employers must provide employees with a written notice of their rights under the Paid Sick Leave Act at the time of hire. They must also keep records of employee hours worked and sick leave used for at least three years.
Retaliation is Prohibited
Employers are prohibited from retaliating against employees for using or requesting sick leave. This includes actions such as firing, demotion, or reduction in pay. Employees who believe they have been retaliated against can file a complaint with the Connecticut Department of Labor.
Changes to the Connecticut Sick Leave Law in 2020
In 2020, the Connecticut Sick Leave Law was amended to include certain changes. One of the most significant changes is the expansion of the definition of "family member" to include any individual related by blood or whose close association with the employee is the equivalent of a family relationship. Additionally, the law now requires employers to allow employees to use sick leave for certain public health emergencies, such as the COVID-19 pandemic.
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