Personal illness leaves occur when an employee is away from work for a block of time or requires intermittent or reduced schedule leave. Employees at the University of Connecticut who meet the qualifying requirements may be eligible for state FMLA, federal FMLA and/or SEBAC Supplemental leave.
Factors impacting leaves vary by employment type (i.e., bargaining unit), and the University encourages employees to review all applicable information below, within collective bargaining agreements and applicable policies, and contact Human Resources as early as possible.
Pay During Personal Illness Leaves
Leave can be paid or unpaid. Please reference the Faculty Medical Leave Guidelines.
Academic Assistants, Research Assistants, Research Associates and Facilities Scientists use their available sick leave entitlements, and the optional paid time that can be applied to the leave:
- Personal leave
- Vacation; and/or
- Holidays.
Disability Insurance
Disability insurance is automatically provided to employees enrolled in the Alternate Retirement Program. If an absence is expected to extend beyond six months, the employee covered under the FMLG is required to apply for long-term disability and, if approved, would qualify for supplemental payments under Article 19.IV.G of the AAUP contract.
Tenure Track Extension
Tenure-track faculty members with a qualified FMLA leave related to a serious personal illness or injury will receive an automatic one-year extension of the tenure clock, to a maximum of two extensions.
Tenure Clock Adjustment Procedure.pdf
Leave Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Policy References
University By-Laws – Article XIV.L.4
Sick Leave for Members of the Professional Staff – Article XIV.C.4
AAUP Contract
Article 13.6 – Academic Assistants and Facilities Scientists
Article 19.6.G – Disability Pay
Article 19.6.I – Family/Medical Leave
Benefits (Research Assistants and Research Associates)
Article 26.1 – Sick Leave for Temporary Employees
Long Term Disability Certificate.pdf
AAUP Leave Administrator
Megan Stimson
Telephone: (860) 486-0408
Fax: (860) 486-0406
Pay During Personal Illness Leaves
Personal Illness leaves are paid using available sick leave entitlements.
Optional paid time that can be applied to the leave includes:
- Vacation
- Personal leave
- Holidays worked
- Compensatory time
Sick Leave Bank
- Eligible when paid leave options (from above) are exhausted
- For very serious or catastrophic illness or injury
- Application and documentation submitted for union committee review
The University may grant additional sick time beyond sick leave bank allocations.
Disability Insurance
Employees enrolled in the Alternative Retirement Program (ARP) are automatically covered by a long-term disability policy that begins paying benefits are a six-month waiting period.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Application to Sick Leave Bank Committee
Time Coding During the Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Policy References
University Bylaws
Article XV.K – Sick Leave for Members of the Professional Staff
UCPEA Contract.pdf
Article 6 – Vacation Leave
Article 8 – Holidays
Article 9 – Personal Leave
Article 11 – Sick Leave
Article 15.4 – Leaves Without Pay
Article 33.3 – Disability Insurance
Long Term Disability Certificate.pdf
UCPEA Leave Administrator
Bethany Rameika
Telephone: (860) 486-9519
Fax: (860) 486-0406
Pay During Personal Illness Leaves
Leave can be paid or unpaid. Please reference the Faculty Medical Leave Guidelines.
Disability Insurance
Employees enrolled in the Alternative Retirement Program (ARP) are automatically covered by a long-term disability policy that begins paying benefits are a six-month waiting period.
Time Coding While on Maternity Leave
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Policy References
University Policy – Leave Benefits for Managerial and Confidential Exempt Employees
Long Term Disability Certificate.pdf
Law School Leave Administrator
Megan Stimson
Telephone: (860) 486-0408
Fax: (860) 486-0406
Pay During Personal Illness Leaves
Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Vacation
- Personal leave
- Holidays worked
- Compensatory time
May be eligible for CT Paid Family Leave. Additional Information can be found here.pdf.
Additional paid sick leave can be requested under the University Policy.
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Policy References
University Bylaws
Article XV.K – Sick Leave for Members of the Professional Staff
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
Long Term Disability Certificate.pdf
Management & Confidential Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Personal Illness Leaves
Personal Illness leaves are paid using available sick leave entitlements.
Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation
- Holidays, including earned time holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Donated Leave
- Must have 6 months of state service and have achieved permanent status
- Available when all paid time off options are exhausted
- Fellow bargaining unit members can donate accrued vacation, person and/or up to 5 days per calendar year of sick leave
- Must be suffering from a long term or terminal illness or disability
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Request for Advance of Sick Leave.doc
Policy References
NP-2 Contract
Article 28 – Vacation
Article 29 – Sick Leave
Article 30 – Personal Leave
Article 33 – Holidays
CEUI Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Personal Illness Leaves
Personal Illness leaves are paid using available sick leave entitlements.
Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Donated Leave
- Must have 6 months of state service and have achieved permanent status
- Available when all paid time off options are exhausted
- Fellow bargaining unit members can donate accrued vacation, person and/or up to 5 days per calendar year of sick leave
- Must be suffering from a long term or terminal illness or disability
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Request for Advance of Sick Leave.doc
Policy References
NP-3 Contract
Article 29 – Holidays
Article 30 – Vacations and Personal Leave
Article 31 – Sick Leave
NP-3 Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Personal Illness Leaves
Paid using available sick leave entitlements.
Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Donated Leave
- Must have 6 months of state service and have achieved permanent status
- Available when all paid time off options are exhausted
- Fellow bargaining unit members can donate accrued vacation, person and/or up to 5 days per calendar year of sick leave
- Must be suffering from a long term or terminal illness or disability
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Request for Advance of Sick Leave.doc
Policy References
P-2 Contract
Article 27 – Holidays
Article 28 – Vacations
Article 29 – Sick Leave
Article 30 – Personal Leave
P-2 Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Personal Illness Leaves
Personal Illness leaves are paid using available sick leave entitlements.
Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Donated Leave
- Must have 6 months of state service and have achieved permanent status
- Available when all paid time off options are exhausted
- Fellow bargaining unit members can donate accrued vacation, personal and/or up to 2 days per contract year of sick leave. The 2 days of donated sick leave is credited to the recipient as 1 day of sick time. A maximum of 10 total days can be donated per contract year.
- Must be suffering from a long term or terminal illness or disability
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Request for Advance of Sick Leave.doc
Policy References
NP-5 Contract
Article 25 – Holidays
Article 27 – Vacations
Article 28 – Sick Leave and Other Leaves of Absence
Article 29 – Personal Leave
NP-5 Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Personal Illness Leaves
Leave can be paid or unpaid.
Postdoctoral Research Associates use their available sick leave entitlements, and the following optional paid time can be applied to the leave:
- Personal Leave;
- Vacation; and/or
- Holidays
How to Apply for Leave
Complete Employee Request and Intent to Return to Work forms below to initiate the leave process. Return forms to your HR Leave Administrator (email preferred).
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Postdoctoral Research Associates Leave Administrator
Megan Stimson
Telephone: (860) 486-0408
Fax: (860) 486-0406
Pay During Personal Illness Leaves
Leave can be paid or unpaid.
Contract Language:
Article 15, Section 1 of the Collective Bargaining Agreement between the University and the GEU-UAW states, “A GA may request in writing a personal leave of absence from his or her GA appointment for reasons including, but not limited to, illness or injury, immigration hearings, pregnancy, to care for a newborn or adopted child, or to care for an immediate family member (spouse/registered domestic partner, son, daughter or parent of the GA or parent of the GA’s spouse/registered domestic partner) with a serious health condition or for bereavement with respect to such immediate family members. It is the responsibility of the GA to contact the appropriate faculty member or other supervisor in advance of the leave unless circumstances make this impossible. Up to three days of such leave per semester may be taken by the GA as a matter of right. The University may approve additional paid or unpaid leave for such reasons in its sole discretion. If the leave is for twenty-one (21) or fewer consecutive days, the GA will retain health insurance and tuition remission benefits.”
Article 15, Section 3 of the Collective Bargaining Agreement between the University and the GEU-UAW states, “Upon written application to the University, a GA may request an extended leave of absence from his or her GA appointment in excess of twenty-one (21) consecutive calendar days, but in no event longer than the remainder of the current semester. The University may approve such leave in its sole discretion. If it grants such a leave, the University will determine whether the GA’s stipend, health insurance and tuition remission will be extended for the portion of the approved leave exceeding twenty-one (21) calendar days.”
Guidelines:
- Pay for leaves up to 21 days are at the sole discretion of the Department Head following consultation with the Department of Human Resources.
- Upon receipt of a request for paid leave, Human Resources will contact the Department Head to consult regarding the pay request.
- Human Resources will notify the graduate assistant of the pay determination.
- If the leave is beyond 21 days and pay is requested, then Human Resources will consult with the Department Head and the Dean of The Graduate School. The decision regarding if the leave should be paid or unpaid is at the sole discretion of the Department Head and the Dean of The Graduate School.
- Human Resources will notify Payroll of leaves approved without pay so that the Graduate Assistant pay can be stopped.
Leave Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Graduate Assistant Leave Administrators
Megan Stimson
Telephone: (860) 486-0408
Cindy Drost
Telephone (860) 486-2432
Fax: (860) 486-0406
Under Federal FMLA
- Eligible after one year of employment and after working 1,250 hours or more in previous 12-months
- Up to 12 weeks of leave during 12-month FMLA period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under State FMLA
- Eligible after 3 months of state service
- Up to 12 weeks of leave within a 12 month period (may be eligible for 2 additional weeks of leave for incapacity during pregnancy)
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under SEBAC Supplemental Leave
- Eligible as a permanent employee as defined in CT General Statute 5-196(19)
- Begins after the exhaustion of Federal FMLA and/or State FMLA leave, and/or the exhaustion of all sick leave accruals, and, if applicable, the exhaustion of Workers’ Compensation wage replacement benefits
- Up to 24 weeks of block leave in a two-year period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Bone Marrow or Organ Donation Leave
- Eligible as a state employee
- 15 days of paid leave for organ donation
- 7 days of paid leave for bone marrow donation
Medical conditions may also qualify for an accommodation under the Americans with Disabilities Act (ADA).
Leaves for employees with end date positions will not be extended beyond the end date.
How to Apply for a Personal Illness Leave
Complete Employee Request and Intent to Return to Work forms to initiate the leave process. Return (email preferred) forms to your HR Leave Administrator.
Returning to Work
Employees must provide Fitness for Duty certification (last page of Medical Certification, P-33A) to HR Leave Administration Specialist prior to returning to work
Additional Optional Leave Form for NP-2, NP-3, NP-5, and P-2 Employees
Request for Advance of Sick Leave.doc
Policy References
Federal Family and Medical Leave Act.pdf
Federal Family and Medical Leave Act in Spanish.pdf
State FMLA (CGS §§ 31-51kk)
Statewide Family and Medical Leave Policy.pdf
U.S. Dept. of Labor Employee’s Guide to FMLA
Maternity Leave begins on the date of birth and continues during the medically certified period of disability, which is generally 6 weeks (or 8 weeks following a Cesarean birth). Medically certified leaves prior to birth are not considered maternity (personal illness), nor is a non-medical leave following the period of disability (parental leave).
Factors impacting leaves vary by employment type (i.e., bargaining unit), and the University encourages employees to review all applicable information below, within collective bargaining agreements and applicable policies, and contact Human Resources as early as possible.
Pay During Maternity Leaves
Maternity Leave can be paid or unpaid for Faculty titles. Please reference the Faculty Medical Leave Guidelines. Academic Assistants, Research Assistants, Research Associates and Facilities Scientists use their available sick leave entitlements.
Optional paid time that can be applied to the leave includes:
- Personal Leave
- Vacation
- Holidays
Tenure Track Extension
Tenure-track faculty members with a qualified FMLA leave related to a serious personal illness or injury will receive an automatic one-year extension of the tenure clock, to a maximum of two extensions. Tenure Clock Adjustment Procedure.pdf.pdf
Leave Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
University By-Laws
Article XIV.L.4 – Sick Leave for Faculty with or without Pay
Article XIV.C.4
AAUP Contract
Article 13.6 – Academic Assistants and Facilities Scientists
Article 19.6.I – Family/Medical Leave
Benefits (Research Assistants and Research Associates)
Article 26.2 – Sick Leave for Temporary Employees
Appendix B – Family Medical Leave Guidelines
AAUP Leave Administrator
Megan Stimson
Telephone: (860) 486-0408
Fax: (860) 486-0406408
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid up to 30 workdays (40 workdays if Cesarean birth). Time will be subtracted from sick leave entitlement to the extent it exists, including “as if” accrued time and previously earned banked sick leave.
Medically certified time off prior to the birth and after the 30-day maternity period (or 40-day maternity period for Cesarean birth) will be paid in accordance with personal illness guidelines.
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
UCPEA Contract.pdf
Article 11 – Sick Leave
Article 12 – Maternal and Parental Benefits
UCPEA Leave Administrator
Bethany Rameika
Telephone: (860) 486-9519
Fax: (860) 486-04069519
Fax: (860) 486-0406
Pay During Maternity Leaves
Leave can be paid or unpaid. Please reference the Faculty Medical Leave Guidelines.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
Long Term Disability Certificate.pdf
Law School Leave Administrator
Megan Stimson
Telephone: (860) 486-0408
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Vacation
- Personal leave
- Holidays worked
- Compensatory time
May be eligible for CT Paid Family Leave. Additional Information can be found here.pdf.
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
Management Confidential & Exempt Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation
- Holidays, including earned time holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
NP-2 Contract
Article 28 – Vacation
Article 29 – Sick Leave
Article 30 – Personal Leave
Article 33 – Holidays
Article 36 – Pregnancy, Maternal and Parental Leave
CEUI Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
NP-3 Contract
Article 28 – Pregnancy, Maternal, Parental and Family Leave
Article 29 – Holidays
Article 30 – Vacations and Personal Leave
Article 31 – Sick Leave
NP-3 Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
P-2 Contract
Article 24 – Pregnancy, Maternal and Parental Leave
Article 27 – Holidays
Article 28 – Vacations
Article 29 – Sick Leave
Article 30 – Personal Leave
P-2 Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
Time Coding instructions are provided to employees and their supervisors by the Leave Administrator.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
NP-5 Contract
Article 25 – Holidays
Article 26 – Pregnancy, Maternal and Parental Leave
Article 27 – Vacations
Article 28 – Sick Leave and Other Leaves of Absence
Article 29 – Personal Leave
NP-5 Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Maternity Leaves
A Postdoc who gives birth to a child shall be granted six (6) consecutive weeks of paid maternity leave following natural childbirth or eight (8) weeks following cesarean section.
Leave granted shall not extend beyond the end-date of the employee’s appointment.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Postdoctoral Research Associates Leave Administrator
Megan Stimson
Telephone: (860) 486-0408
Fax: (860) 486-0406
Contract Language:
Article 15, Section 4 of the Collective Bargaining Agreement between the University and the GEU-UAW states, “Notwithstanding any contrary provision of this article, a graduate assistant who gives birth will be granted a leave period of six (6) weeks following natural childbirth and eight (8) weeks following childbirth by caesarian section. The GA’s stipend, health insurance support and tuition waiver will be maintained during such leave (but not beyond the end of the GA’s appointment) and during medically necessary leave prior to delivery that is supported by medical certification.
Leave Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
GEU-UAW-contract-7-1-22-6-30-26.pdf
Graduate Assistant Leave Administrators
Megan Stimson
Telephone: (860) 486-0408
Telephone (860) 486-2432
Fax: (860) 486-04066
Under Federal FMLA
- Eligible after one year of employment and after working 1,250 hours or more in previous 12-months
- Up to 12 weeks of leave during 12-month FMLA period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under State FMLA
- Eligible after 3 months of state service
- Up to 12 weeks of leave within a 12 month period (may be eligible for 2 additional weeks of leave for incapacity during pregnancy)
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under SEBAC Supplemental Leave
- Eligible as a permanent employee as defined in CT General Statute 5-196(19)
- Begins after the exhaustion of Federal FMLA and/or State FMLA leave, and/or the exhaustion of all sick leave accruals, and, if applicable, the exhaustion of Workers’ Compensation wage replacement benefits
- Up to 24 weeks of block leave in a two-year period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Bone Marrow or Organ Donation Leave
- Eligible as a state employee
- 15 days of paid leave for organ donation
- 7 days of paid leave for bone marrow donation
Medical conditions may also qualify for an accommodation under the Americans with Disabilities Act (ADA).
Leaves for employees with end date positions will not be extended beyond the end date.
How to Apply for a Personal Illness Leave
Complete Employee Request and Intent to Return to Work forms to initiate the leave process. Return (email preferred) forms to your HR Leave Administrator.
Returning to Work
Employees must provide Fitness for Duty certification (last page of Medical Certification, P-33A) to HR Leave Administration Specialist prior to returning to work
Additional Optional Leave Form for NP-2, NP-3, NP-5, and P-2 Employees
Request for Advance of Sick Leave.doc
Policy References
Federal Family and Medical Leave Act.pdf
Federal Family and Medical Leave Act in Spanish.pdf
State FMLA (CGS §§ 31-51kk)
Statewide Family and Medical Leave Policy.pdf
U.S. Dept. of Labor Employee’s Guide to FMLA
Maternity Leave begins on the date of birth and continues during the medically certified period of disability, which is generally 6 weeks (or 8 weeks following a Cesarean birth). Medically certified leaves prior to birth are not considered maternity (personal illness), nor is a non-medical leave following the period of disability (parental leave).
Factors impacting leaves vary by employment type (i.e., bargaining unit), and the University encourages employees to review all applicable information below, within collective bargaining agreements and applicable policies, and contact Human Resources as early as possible.
Pay During Maternity Leaves
Maternity Leave can be paid or unpaid for Faculty titles. Please reference the Faculty Medical Leave Guidelines. Academic Assistants, Research Assistants, Research Associates and Facilities Scientists use their available sick leave entitlements.
Optional paid time that can be applied to the leave includes:
- Personal Leave
- Vacation
- Holidays
Tenure Track Extension
Tenure-track faculty members with a qualified FMLA leave related to a serious personal illness or injury will receive an automatic one-year extension of the tenure clock, to a maximum of two extensions. Tenure Clock Adjustment Procedure.pdf.pdf
Leave Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
University By-Laws
Article XIV.L.4 – Sick Leave for Faculty with or without Pay
Article XIV.C.4
AAUP Contract
Article 13.6 – Academic Assistants and Facilities Scientists
Article 19.6.I – Family/Medical Leave
Benefits (Research Assistants and Research Associates)
Article 26.2 – Sick Leave for Temporary Employees
Appendix B – Family Medical Leave Guidelines
AAUP Leave Administrator
Megan Stimson
Telephone: (860) 486-0408
Fax: (860) 486-0406408
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid up to 30 workdays (40 workdays if Cesarean birth). Time will be subtracted from sick leave entitlement to the extent it exists, including “as if” accrued time and previously earned banked sick leave.
Medically certified time off prior to the birth and after the 30-day maternity period (or 40-day maternity period for Cesarean birth) will be paid in accordance with personal illness guidelines.
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
UCPEA Contract.pdf
Article 11 – Sick Leave
Article 12 – Maternal and Parental Benefits
UCPEA Leave Administrator
Bethany Rameika
Telephone: (860) 486-9519
Fax: (860) 486-04069519
Fax: (860) 486-0406
Pay During Maternity Leaves
Leave can be paid or unpaid. Please reference the Faculty Medical Leave Guidelines.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
Long Term Disability Certificate.pdf
Law School Leave Administrator
Megan Stimson
Telephone: (860) 486-0408
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Vacation
- Personal leave
- Holidays worked
- Compensatory time
May be eligible for CT Paid Family Leave. Additional Information can be found here.pdf.
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
University Policy – Benefits for Managerial and Confidential Exempt and Non-Represented Faculty
Management Confidential & Exempt Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation
- Holidays, including earned time holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
NP-2 Contract
Article 28 – Vacation
Article 29 – Sick Leave
Article 30 – Personal Leave
Article 33 – Holidays
Article 36 – Pregnancy, Maternal and Parental Leave
CEUI Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
NP-3 Contract
Article 28 – Pregnancy, Maternal, Parental and Family Leave
Article 29 – Holidays
Article 30 – Vacations and Personal Leave
Article 31 – Sick Leave
NP-3 Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
HR Leave Administrators provide Time Coding instructions to employees and their supervisors
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
P-2 Contract
Article 24 – Pregnancy, Maternal and Parental Leave
Article 27 – Holidays
Article 28 – Vacations
Article 29 – Sick Leave
Article 30 – Personal Leave
P-2 Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Maternity Leaves
Paid using available sick leave entitlements.Optional paid time that can be applied to the leave after exhausting sick leave entitlements:
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Time Coding While on Maternity Leave
Time Coding instructions are provided to employees and their supervisors by the Leave Administrator.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
NP-5 Contract
Article 25 – Holidays
Article 26 – Pregnancy, Maternal and Parental Leave
Article 27 – Vacations
Article 28 – Sick Leave and Other Leaves of Absence
Article 29 – Personal Leave
NP-5 Leave Administrator
Jack Griguoli
Telephone: (860) 486-1167
Fax: (860) 486-0406
Pay During Maternity Leaves
A Postdoc who gives birth to a child shall be granted six (6) consecutive weeks of paid maternity leave following natural childbirth or eight (8) weeks following cesarean section.
Leave granted shall not extend beyond the end-date of the employee’s appointment.
Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Postdoctoral Research Associates Leave Administrator
Megan Stimson
Telephone: (860) 486-0408
Fax: (860) 486-0406
Contract Language:
Article 15, Section 4 of the Collective Bargaining Agreement between the University and the GEU-UAW states, “Notwithstanding any contrary provision of this article, a graduate assistant who gives birth will be granted a leave period of six (6) weeks following natural childbirth and eight (8) weeks following childbirth by caesarian section. The GA’s stipend, health insurance support and tuition waiver will be maintained during such leave (but not beyond the end of the GA’s appointment) and during medically necessary leave prior to delivery that is supported by medical certification.
Leave Forms
Employee Request Form (HR1).pdf
Intent to Return to Work Form (HR3).pdf
Medical Certificate (P-33A).pdf
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Policy References
Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace.pdf
GEU-UAW-contract-7-1-22-6-30-26.pdf
Graduate Assistant Leave Administrators
Megan Stimson
Telephone: (860) 486-0408
Telephone (860) 486-2432
Fax: (860) 486-04066
Under Federal FMLA
- Eligible after one year of employment and after working 1,250 hours or more in previous 12-months
- Up to 12 weeks of leave during 12-month FMLA period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under State FMLA
- Eligible after 3 months of state service
- Up to 12 weeks of leave within a 12 month period (may be eligible for 2 additional weeks of leave for incapacity during pregnancy)
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under SEBAC Supplemental Leave
- Eligible as a permanent employee as defined in CT General Statute 5-196(19)
- Begins after the exhaustion of Federal FMLA and/or State FMLA leave, and/or the exhaustion of all sick leave accruals, and, if applicable, the exhaustion of Workers’ Compensation wage replacement benefits
- Up to 24 weeks of block leave in a two-year period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Bone Marrow or Organ Donation Leave
- Eligible as a state employee
- 15 days of paid leave for organ donation
- 7 days of paid leave for bone marrow donation
Medical conditions may also qualify for an accommodation under the Americans with Disabilities Act (ADA).
Leaves for employees with end date positions will not be extended beyond the end date.
How to Apply for a Personal Illness Leave
Complete Employee Request and Intent to Return to Work forms to initiate the leave process. Return (email preferred) forms to your HR Leave Administrator.
Returning to Work
Employees must provide Fitness for Duty certification (last page of Medical Certification, P-33A) to HR Leave Administration Specialist prior to returning to work
Additional Optional Leave Form for NP-2, NP-3, NP-5, and P-2 Employees
Request for Advance of Sick Leave.doc
Policy References
Federal Family and Medical Leave Act.pdf
Federal Family and Medical Leave Act in Spanish.pdf
State FMLA (CGS §§ 31-51kk)
Statewide Family and Medical Leave Policy.pdf
U.S. Dept. of Labor Employee’s Guide to FMLA
Job Protection and Benefit Continuation
Federal FMLA
- Eligible after one year of employment and after working 1,250 hours or more in previous 12-months
- Up to 12 weeks of leave during 12-month FMLA period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
State FMLA
- Eligible after 3 months of state service
- Up to 12 weeks of leave within a 12 month period (may be eligible for 2 additional weeks of leave for incapacity during pregnancy)
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Note: Leaves for employees with end date positions will not be extended beyond the end date.
Policy References
Federal Family and Medical Leave Act.pdf
Federal Family and Medical Leave Act in Spanish.pdf
U.S. Dept. of Labor Employee’s Guide to FMLA
Statewide Family and Medical Leave Policy.pdf
The following provides general information about your responsibilities for initiating a leave, along with those of your supervisor and the Human Resources Leave Specialist.
- Leave Request Form to HR Leave Specialist
- Intent to Return to Work Form to HR Leave Specialist
- Medical Cert. or Military Cert. or Proof of Placement to HR Leave Specialist
- Fitness for Duty Cert (prior to returning to work) to Leave Specialist
- Expected Schedule (Full-Time/Reduced) to Supervisor
- Providing a General Overview of FMLA to Employee
- Notifying Leave Specialist if Employee Cannot Contact HR
- Ensuring Employee Knows Procedures for Calling Out when on intermittent FMLA
- Accurate Time Record Keeping for Employee on Leave
- Notifying Leave Administrator if employee use of FMLA is not within defined parameters of approved leave
- Ensuring Employee has Return to Work Clearance from HR Leave Specialist
- Determining Employee Eligibility
- Send Required Notices to Employee
- Communicate with Supervisor/Manager
- Coordinate Unpaid Leaves with Payroll
- Provide Advice and Guidance