(the Website) is owned and managed by Mondaq Ltd (Mondaq). commence. You may not use electronic or other means to extract details or information from the Content. We recommend that employers provide written notice to employees The Authority announced that it would publish fact sheets, videos, and other literature to help employers understand all aspects of the Program, including payroll deductions and Program benefits in fall of 2020, but it has not yet done so. We recommend that employers provide written notice to employees of the PFMLA Program and the new deductions from their pay that will take effect on January 1, 2021. where such future guidance will presumably be posted, is Eligible short-term disability programs or other benefits) for employees who Details of each Contributor to which your personal data will be transferred is clearly stated within the Content that you access. with the employee for adoption or foster care; the need to care for a family member with a serious health All Content provided "as is" without warranty of any kind. With much about the new law still uncertain, employers should monitor new developments and get ready to implement necessary changes to policies and procedures before 2020 comes to a close. Any decision to reduce current benefits in conjunction with the new law’s becoming effective should be discussed with counsel to avoid potential claims of retaliation and to craft appropriate communications. exemption from participating in the public program. In the event English law deprives you of any legal protection which is accorded to you under Local Law, then these terms shall be governed by Local Law and any dispute or claim arising out of or in connection with these Terms shall be subject to the non-exclusive jurisdiction of the courts where you are habitually resident. While payment of benefits under the No delay in exercising or non-exercise by you and/or Mondaq of any of its rights under or in connection with these Terms shall operate as a waiver or release of each of your or Mondaq’s right. Most critically, employers must begin taking deductions from the pay of Connecticut employees to fund the program on January 1, 2021. If an employer chooses to offer a private Paid Family and Medical Leave Plan, it must apply to the Authority for an exemption from the Program. Employers must begin withholding Mondaq has a "free to view" business model. For employers currently using a third-party administrator for tax withholding, the payroll provider should already be working in partnership with the Authority to arrange the process by which deductions and payments will be remitted. To be eligible, employees must meet modest earned-wage thresholds. Mondaq shall not incur any liability to you on account of any loss or damage resulting from any delay or failure to perform all or any part of these Terms if such delay or failure is caused, in whole or in part, by events, occurrences, or causes beyond the control of Mondaq. have not yet been formally established. With much about the new law still uncertain, This notice should preferably be given at least 30 days before such deductions will commence. On this website, employers can find several tools and resources provided by the Authority, including fact sheets, videos, and other literature. cause a substantial increase in leave requests among employees The paid leave The deduction applies to each employee’s wages up to the Social Security contribution base ($142,800 in 2021). Eligible employees may receive up to 12 weeks of paid leave in a 12-month period with an additional two weeks available in the event of a pregnancy-related health condition resulting in incapacitation. Mondaq may terminate your use of the Website and Services if you are in breach of these Terms or if Mondaq decides to terminate the licence granted hereunder for any reason whatsoever. covered under the existing Connecticut Family and Medical Leave Act Once personal data is transferred to our Contributors they become a data controller of this personal data. Your use of the Website and/or Services constitutes your agreement to the Terms. The paid leave benefit will be funded by employees in Connecticut through mandatory payroll deduction. Employees in Connecticut will be eligible for benefits under the PFMLA if they have earned wages of $2,325 in the highest-earning quarter of the first four of the five most recently completed quarters (the “base period”) and are currently employed, and have been employed within the last 12 weeks. available. from employees' paychecks for the PFMLA on January 1, 2021; no In addition to spouse, son, daughter, or parent, all included under the current unpaid leave law, the new paid leave expands “family member” to include siblings, parents-in-law, grandparents, and grandchildren, as well as any other “individual related to the employee by blood or affinity whose close association the employee shows to be the equivalent of those family relationships.”. Rather, any such waiver or release must be specifically granted in writing signed by the party granting it. By Craig T. Dickinson and Lindsay M. Rinehart on, General Data Protection Regulation (GDPR), Littler Restructuring Assessment Solution, Leaves of Absence and Disability Accommodation, Connecticut Set to Offer Most Generous Paid Family Leave Benefits in the Country. The contributions will be paid into the Authority Trust Fund. announced that it would publish fact sheets, videos, and other preferably be given at least 30 days before such deductions will capped at one half of one percent (0.5%). called the most generous program of its kind. comes to a close. Collected contributions must be remitted to the Authority on a quarterly basis. To the maximum extent permitted by law, Mondaq expressly excludes all representations, warranties, obligations, and liabilities arising out of or in connection with all Content. For 2021, the payments will be due by March 31, June 30, September 30, and December 31, 2021. In no event shall Mondaq and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use of the Content or performance of Mondaq’s Services. forces; or. on significant developments as additional information becomes While payment of benefits under the law will not start before January 2022, important employer obligations take effect in less than two months. Eligible employees may receive a maximum benefit of up to 95 percent of the employee’s regular weekly pay, capped at 60 times the state minimum wage. employee's wages up to the Social Security contribution base. Select your topics and region of interest: SCROLL FULLY DOWN TO READ THE TERMS AND CONDITIONS. Beginning January 1, 2021, employers must begin withholding employee contributions of one-half of one percent (0.5%) of the employee’s wages up to the Social Security contribution base. and distributing benefits to qualified employees. because of its breadth. If any part of these Terms is held unenforceable, that part shall be enforced to the maximum extent permissible so as to give effect to the intent of the parties, and the Terms shall continue in full force and effect.