Connecticut · Regulations
31-51qq — The Family and Medical Leave Act
124 sections
124 sections
- R.C.S.A. § 31-51qq-1Definitions
- R.C.S.A. § 31-51qq-1DefinitionsSuperseded
- R.C.S.A. § 31-51qq-2What employers are covered by the act?
- R.C.S.A. § 31-51qq-2What employers are covered by the act?Superseded
- R.C.S.A. § 31-51qq-3In determining whether an employer is covered by FMLA, what does it mean to employ 75 or more employees on October first annually? (Repealed)Repealed
- R.C.S.A. § 31-51qq-3In determining whether an employer is covered by FMLA, what does it mean to employ 75 or more employees on October first annually? (Repealed)Superseded
- R.C.S.A. § 31-51qq-3In determining whether an employer is covered by FMLA, what does it mean to employ 75 or more employees on October first annually? (Repealed)Superseded
- R.C.S.A. § 31-51qq-4How is “joint employment” treated under FMLA?
- R.C.S.A. § 31-51qq-4How is “joint employment” treated under FMLA?Superseded
- R.C.S.A. § 31-51qq-5What is meant by “successor in interest”?
- R.C.S.A. § 31-51qq-5What is meant by “successor in interest”?Superseded
- R.C.S.A. § 31-51qq-6Which employees are “eligible” to take a leave under FMLA?
- R.C.S.A. § 31-51qq-6Which employees are “eligible” to take a leave under FMLA?Superseded
- R.C.S.A. § 31-51qq-7Under what kinds of circumstances are employers required to grant family or medical leave?
- R.C.S.A. § 31-51qq-7Under what kinds of circumstances are employers required to grant family or medical leave?Superseded
- R.C.S.A. § 31-51qq-7Under what kinds of circumstances are employers required to grant family or medical leave?Superseded
- R.C.S.A. § 31-51qq-8For purposes of an employee qualifying to take FMLA leave for a family member, what may an employer require to confirm a family relationship?
- R.C.S.A. § 31-51qq-8For purposes of an employee qualifying to take FMLA leave for a family member, what may an employer require to confirm a family relationship?Superseded
- R.C.S.A. § 31-51qq-8For purposes of an employee qualifying to take FMLA leave for a family member, what may an employer require to confirm a family relationship?Superseded
- R.C.S.A. § 31-51qq-9What does it mean that an employee is “needed to care for” a family member?
- R.C.S.A. § 31-51qq-9What does it mean that an employee is “needed to care for” a family member?Superseded
- R.C.S.A. § 31-51qq-10For an employee seeking intermittent leave or reduced schedule leave, what is meant by the “medical necessity for” such leave?
- R.C.S.A. § 31-51qq-10For an employee seeking intermittent leave or reduced schedule leave, what is meant by the “medical necessity for” such leave?Superseded
- R.C.S.A. § 31-51qq-10For an employee seeking intermittent leave or reduced schedule leave, what is meant by the “medical necessity for” such leave?Superseded
- R.C.S.A. § 31-51qq-11How much leave may an employee take?
- R.C.S.A. § 31-51qq-11How much leave may an employee take?Superseded
- R.C.S.A. § 31-51qq-12If leave is taken for the birth of a child, or for placement of a child for adoption or foster care, when must the leave be concluded?
- R.C.S.A. § 31-51qq-12If leave is taken for the birth of a child, or for placement of a child for adoption or foster care, when must the leave be concluded?Superseded
- R.C.S.A. § 31-51qq-12If leave is taken for the birth of a child, or for placement of a child for adoption or foster care, when must the leave be concluded?Superseded
- R.C.S.A. § 31-51qq-13How much leave may spouses take if they are employed by the same employer?
- R.C.S.A. § 31-51qq-13How much leave may spouses take if they are employed by the same employer?Superseded
- R.C.S.A. § 31-51qq-14Does FMLA leave have to be taken all at once, or can it be taken in parts (intermittently or on a reduced schedule)?
- R.C.S.A. § 31-51qq-14Does FMLA leave have to be taken all at once, or can it be taken in parts (intermittently or on a reduced schedule)?Superseded
- R.C.S.A. § 31-51qq-14Does FMLA leave have to be taken all at once, or can it be taken in parts (intermittently or on a reduced schedule)?Superseded
- R.C.S.A. § 31-51qq-15May an employer transfer an employee to an “alternative position” in order to accommodate intermittent leave or a reduced schedule leave?
- R.C.S.A. § 31-51qq-15May an employer transfer an employee to an “alternative position” in order to accommodate intermittent leave or a reduced schedule leave?Superseded
- R.C.S.A. § 31-51qq-15May an employer transfer an employee to an “alternative position” in order to accommodate intermittent leave or a reduced schedule leave?Superseded
- R.C.S.A. § 31-51qq-16How does one determine the amount of leave used where an employee takes intermittent leave or reduced schedule leave?
- R.C.S.A. § 31-51qq-16How does one determine the amount of leave used where an employee takes intermittent leave or reduced schedule leave?Superseded
- R.C.S.A. § 31-51qq-16How does one determine the amount of leave used where an employee takes intermittent leave or reduced schedule leave?Superseded
- R.C.S.A. § 31-51qq-17May an employer deduct hourly amounts from an employee's salary when providing unpaid leave under FMLA, without affecting the employee's qualification for exemption as an executive, administrative, or professional employee?
- R.C.S.A. § 31-51qq-17May an employer deduct hourly amounts from an employee's salary when providing unpaid leave under FMLA, without affecting the employee's qualification for exemption as an executive, administrative, or professional employee?Superseded
- R.C.S.A. § 31-51qq-17May an employer deduct hourly amounts from an employee's salary when providing unpaid leave under FMLA, without affecting the employee's qualification for exemption as an executive, administrative, or professional employee?Superseded
- R.C.S.A. § 31-51qq-18Is FMLA leave paid or unpaid?
- R.C.S.A. § 31-51qq-18Is FMLA leave paid or unpaid?Superseded
- R.C.S.A. § 31-51qq-19Under what circumstances may an employer designate leave, paid or unpaid, as FMLA leave and, as a result count it against the employee's total FMLA leave entitlement? (Repealed)Repealed
- R.C.S.A. § 31-51qq-19Under what circumstances may an employer designate leave, paid or unpaid, as FMLA leave and, as a result count it against the employee's total FMLA leave entitlement? (Repealed)Superseded
- R.C.S.A. § 31-51qq-19Under what circumstances may an employer designate leave, paid or unpaid, as FMLA leave and, as a result count it against the employee's total FMLA leave entitlement? (Repealed)Superseded
- R.C.S.A. § 31-51qq-20Is an employee entitled to benefits while using FMLA leave?
- R.C.S.A. § 31-51qq-20Is an employee entitled to benefits while using FMLA leave?Superseded
- R.C.S.A. § 31-51qq-21What are an employee’s rights on returning to work from FMLA leave?
- R.C.S.A. § 31-51qq-21What are an employee’s rights on returning to work from FMLA leave?Superseded
- R.C.S.A. § 31-51qq-22When is the employer obligated to transfer an employee to work suitable to an employee’s physical condition?
- R.C.S.A. § 31-51qq-22When is the employer obligated to transfer an employee to work suitable to an employee’s physical condition?Superseded
- R.C.S.A. § 31-51qq-22When is the employer obligated to transfer an employee to work suitable to an employee’s physical condition?Superseded
- R.C.S.A. § 31-51qq-23What is an equivalent position?
- R.C.S.A. § 31-51qq-23What is an equivalent position?Superseded
- R.C.S.A. § 31-51qq-24Are there any limitations on an employer’s obligation to reinstate an employee?
- R.C.S.A. § 31-51qq-24Are there any limitations on an employer’s obligation to reinstate an employee?Superseded
- R.C.S.A. § 31-51qq-25How are employees protected who request leave or otherwise assert FMLA rights?
- R.C.S.A. § 31-51qq-25How are employees protected who request leave or otherwise assert FMLA rights?Superseded
- R.C.S.A. § 31-51qq-26What notices to employees are required of employers under the FMLA?
- R.C.S.A. § 31-51qq-26What notices to employees are required of employers under the FMLA?Superseded
- R.C.S.A. § 31-51qq-27What notice does an employee have to give an employer when the need for FMLA leave is foreseeable?
- R.C.S.A. § 31-51qq-27What notice does an employee have to give an employer when the need for FMLA leave is foreseeable?Superseded
- R.C.S.A. § 31-51qq-27What notice does an employee have to give an employer when the need for FMLA leave is foreseeable?Superseded
- R.C.S.A. § 31-51qq-28What are the requirements for an employee to furnish notice to an employer where the need for FMLA leave is not foreseeable?
- R.C.S.A. § 31-51qq-28What are the requirements for an employee to furnish notice to an employer where the need for FMLA leave is not foreseeable?Superseded
- R.C.S.A. § 31-51qq-28What are the requirements for an employee to furnish notice to an employer where the need for FMLA leave is not foreseeable?Superseded
- R.C.S.A. § 31-51qq-29What recourse do employers have if employees fail to provide the required notice?
- R.C.S.A. § 31-51qq-29What recourse do employers have if employees fail to provide the required notice?Superseded
- R.C.S.A. § 31-51qq-30When shall an employee provide medical certification to support FMLA leave?
- R.C.S.A. § 31-51qq-30When shall an employee provide medical certification to support FMLA leave?Superseded
- R.C.S.A. § 31-51qq-31How much information may be required in a medical certification for an employee’s own serious health condition or the serious health condition of a family member?
- R.C.S.A. § 31-51qq-31How much information may be required in a medical certification for an employee’s own serious health condition or the serious health condition of a family member?Superseded
- R.C.S.A. § 31-51qq-31How much information may be required in a medical certification for an employee’s own serious health condition or the serious health condition of a family member?Superseded
- R.C.S.A. § 31-51qq-32What may an employer do if it questions the adequacy of a medical certificate for leave taken because of an employee’s own serious health condition or the serious health condition of a family member?
- R.C.S.A. § 31-51qq-32What may an employer do if it questions the adequacy of a medical certificate for leave taken because of an employee’s own serious health condition or the serious health condition of a family member?Superseded
- R.C.S.A. § 31-51qq-32What may an employer do if it questions the adequacy of a medical certificate for leave taken because of an employee’s own serious health condition or the serious health condition of a family member?Superseded
- R.C.S.A. § 31-51qq-33Under what circumstances may an employer request subsequent recertifications of a medical condition?
- R.C.S.A. § 31-51qq-33Under what circumstances may an employer request subsequent recertifications of a medical condition?Superseded
- R.C.S.A. § 31-51qq-33Under what circumstances may an employer request subsequent recertifications of a medical condition?Superseded
- R.C.S.A. § 31-51qq-34What notice may an employer require regarding an employee's intent to return to work?
- R.C.S.A. § 31-51qq-34What notice may an employer require regarding an employee's intent to return to work?Superseded
- R.C.S.A. § 31-51qq-35Under what circumstances may an employer require that an employee submit a “fitness-for-duty” certification that the employee is able to return to work?
- R.C.S.A. § 31-51qq-35Under what circumstances may an employer require that an employee submit a “fitness-for-duty” certification that the employee is able to return to work?Superseded
- R.C.S.A. § 31-51qq-35Under what circumstances may an employer require that an employee submit a “fitness-for-duty” certification that the employee is able to return to work?Superseded
- R.C.S.A. § 31-51qq-36What happens if an employee fails to satisfy the medical certification or recertification requirements?
- R.C.S.A. § 31-51qq-36What happens if an employee fails to satisfy the medical certification or recertification requirements?Superseded
- R.C.S.A. § 31-51qq-36What happens if an employee fails to satisfy the medical certification or recertification requirements?Superseded
- R.C.S.A. § 31-51qq-37Under what circumstances may a covered employer refuse to provide FMLA leave or reinstatement to eligible employees?
- R.C.S.A. § 31-51qq-37Under what circumstances may a covered employer refuse to provide FMLA leave or reinstatement to eligible employees?Superseded
- R.C.S.A. § 31-51qq-37Under what circumstances may a covered employer refuse to provide FMLA leave or reinstatement to eligible employees?Superseded
- R.C.S.A. § 31-51qq-38How should records and documents relating to medical certifications, recertifications or medical histories be maintained?
- R.C.S.A. § 31-51qq-38How should records and documents relating to medical certifications, recertifications or medical histories be maintained?Superseded
- R.C.S.A. § 31-51qq-38How should records and documents relating to medical certifications, recertifications or medical histories be maintained?Superseded
- R.C.S.A. § 31-51qq-39What if an employer provides more generous benefits than required by FMLA?
- R.C.S.A. § 31-51qq-39What if an employer provides more generous benefits than required by FMLA?Superseded
- R.C.S.A. § 31-51qq-40Do federal laws providing family and medical leave still apply?
- R.C.S.A. § 31-51qq-40Do federal laws providing family and medical leave still apply?Superseded