Connecticut Administrative Code
Title 31 - Labor
51qq - The Family and Medical Leave Act
- Section 31-51qq-1 - Definitions
- Section 31-51qq-2 - What employers are covered by the act?
- Section 31-51qq-3
- Section 31-51qq-4 - How is "joint employment" treated under FMLA?
- Section 31-51qq-5 - What is meant by "successor in interest"?
- Section 31-51qq-6 - Which employees are "eligible" to take a leave under FMLA?
- Section 31-51qq-7 - Under what kinds of circumstances are employers required to grant family or medical leave?
- Section 31-51qq-8 - For purposes of an employee qualifying to take FMLA leave for a family member, what may an employer require to confirm a family relationship?
- Section 31-51qq-9 - What does it mean that an employee is "needed to care for" a family member?
- Section 31-51qq-10 - For an employee seeking intermittent leave or reduced schedule leave, what is meant by the "medical necessity for" such leave?
- Section 31-51qq-11 - How much leave may an employee take?
- Section 31-51qq-12 - If 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?
- Section 31-51qq-13 - How much leave may spouses take if they are employed by the same employer?
- Section 31-51qq-14 - Does FMLA leave have to be taken all at once, or can it be taken in parts (intermittently or on a reduced schedule)?
- Section 31-51qq-15 - May an employer transfer an employee to an "alternative position" in order to accommodate intermittent leave or a reduced schedule leave?
- Section 31-51qq-16 - How does one determine the amount of leave used where an employee takes intermittent leave or reduced schedule leave?
- Section 31-51qq-17 - May 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?
- Section 31-51qq-18 - Is FMLA leave paid or unpaid?
- Section 31-51qq-19
- Section 31-51qq-20 - Is an employee entitled to benefits while using FMLA leave?
- Section 31-51qq-21 - What are an employee's rights on returning to work from FMLA leave?
- Section 31-51qq-22 - When is the employer obligated to transfer an employee to work suitable to an employee's physical condition?
- Section 31-51qq-23 - What is an equivalent position?
- Section 31-51qq-24 - Are there any limitations on an employer's obligation to reinstate an employee?
- Section 31-51qq-25 - How are employees protected who request leave or otherwise assert FMLA rights?
- Section 31-51qq-26 - What notices to employees are required of employers under the FMLA?
- Section 31-51qq-27 - What notice does an employee have to give an employer when the need for FMLA leave is foreseeable?
- Section 31-51qq-28 - What are the requirements for an employee to furnish notice to an employer where the need for FMLA leave is not foreseeable?
- Section 31-51qq-29 - What recourse do employers have if employees fail to provide the required notice?
- Section 31-51qq-30 - When shall an employee provide medical certification to support FMLA leave?
- Section 31-51qq-31 - How 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?
- Section 31-51qq-32 - What 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?
- Section 31-51qq-33 - Under what circumstances may an employer request subsequent recertifications of a medical condition?
- Section 31-51qq-34 - What notice may an employer require regarding an employee's intent to return to work?
- Section 31-51qq-35 - Under what circumstances may an employer require that an employee submit a "fitness-for-duty" certification that the employee is able to return to work?
- Section 31-51qq-36 - What happens if an employee fails to satisfy the medical certification or recertification requirements?
- Section 31-51qq-37 - Under what circumstances may a covered employer refuse to provide FMLA leave or reinstatement to eligible employees?
- Section 31-51qq-38 - How should records and documents relating to medical certifications, recertifications or medical histories be maintained?
- Section 31-51qq-39 - What if an employer provides more generous benefits than required by FMLA?
- Section 31-51qq-40 - Do federal laws providing family and medical leave still apply?
- Section 31-51qq-41 - How does FMLA affect federal and State anti-discrimination laws?
- Section 31-51qq-42
- Section 31-51qq-43 - What can employees do who believe that their rights under FMLA have been violated?
- Section 31-51qq-44 - What is the complaint process?
- Section 31-51qq-45
- Section 31-51qq-46 - What procedures govern the contested case hearings?
- Section 31-51qq-47 - What types of redress may the Commissioner order?
- Section 31-51qq-48
- Section 31-51qq-49 - What is qualifying exigency leave?
- Section 31-51qq-50 - What is leave to care for a covered servicemember with a serious injury or illness (military caregiver leave)?
- Section 31-51qq-51 - What certification is required for leave taken because of a qualifying exigency?
- Section 31-51qq-52 - What certification is required for leave taken to care for a covered servicemember (military caregiver leave)?
- Appendix A
- Appendix B
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