reglab/statecodes huggingface dataset:
Connecticut Administrative Code › Title 5 - State Employees › 201 - Procedure for Hearing Appeals › Organization and Operation › Section 5-201-12 - Address; public access

Current through July 10, 2024
(a) The Board is located at 165 Capitol Avenue, Hartford, CT 06106.
(b) Correspondence to the Board should be addressed to Chairperson, Employees' Review Board, 165 Capitol Avenue, Hartford, CT 06106.
(c) Any member of the public may obtain information to make inquiries or requests to the Board by mailing a letter to the Board at the above address, or by appearing in person at the office of the Board from 8:30 A.M. to 4:30 P.M. Monday through Friday excepting State holidays.
(d) A member of the public seeking copies of public records maintained by the Board shall submit the request to the Board in writing, and specify the document or documents desired, and whether or not a plain or certified copy is needed. The fee for the plain copies shall not exceed twenty-five cents per page. If the fee for such copies exceeds ten dollars, the Board may require prepayment. The fee for certifying copies shall be one dollar for the first page and fifty cents for each additional page. The board shall waive fees in accordance with section 1-212(d) of the Connecticut General Statutes.
Connecticut Administrative Code › Title 5 - State Employees › 201 - Procedure for Hearing Appeals › Organization and Operation › Section 5-201-13 - Powers of the board

Current through July 10, 2024
The Board or any panel shall have the following powers:
(1) to administer oaths and affirmations;
(2) to certify to all official acts of the Board;
(3) to issue subpoenas and compel the attendance and testimony of witnesses and the production of records, papers and documents;
(4) to make investigations and hold hearings concerning the appeal presented to the Board; and
(5) to make decisions on any appeal presented to the Board.
Connecticut Administrative Code › Title 5 - State Employees › 201 - Procedure for Hearing Appeals › Organization and Operation › Section 5-201-14 - Jurisdiction of the board

Current through July 10, 2024
(a) The Board has the power to hear appeals from individual employees in the following cases:
(1) When an employee has received an unsatisfactory performance evaluation;
(2) When an employee is demoted;
(3) When an employee is suspended;
(4) When an employee is dismissed;
(5) When an employee is aggrieved by alleged discrimination, except where an appeal has been filed with the Commission on Human Rights and Opportunities;
(6) When an employee is aggrieved by alleged unsafe or unhealthy working conditions;
(7) When an employee is aggrieved as a result of alleged violations involving the interpretation and application of a specific state personnel statute or regulation;
(8) When an employee who is laid off or dismissed by reason of economy, lack of work, insufficient appropriation, change in department organization or abolition of position claims that the order of layoff or dismissal was not determined in accordance with section 5-241 of the Connecticut General Statutes;
(9) When an employee claims that a personnel action has been taken or threatened against such employee in violation of section 4-61dd(b)(1) of the Connecticut General Statutes; and
(10) When an employee has been subjected to disciplinary action by his or her appointing authority based upon a finding that he knowingly and maliciously made false charges under section 4-61dd(c) of the Connecticut General Statutes.
Connecticut Administrative Code › Title 5 - State Employees › 201 - Procedure for Hearing Appeals › Organization and Operation › Section 5-201-15 - Method of and time limits for filing appeals

Current through July 10, 2024
(a) In cases brought by an individual employee under section 5-202 of the Connecticut General Statutes other than cases of dismissal, demotion or suspension, and cases brought by an individual employee or a quasi-public employee under 4-61dd(c) of the Connecticut General Statutes other than cases of dismissal, demotion or suspension.
(1) First Level
(A) Any employee or quasi-public employee wishing to appeal shall present his or her grievance in writing to his or her supervisor or department chief or other employee as designated by his or her appointing authority not later than thirty calendar days after the date of the alleged violation. The grievance shall be submitted on a form designated by the Board and shall state the date of the violation, and the relief sought by the grievant.
(B) Not later than seven calendar days after the submission of the grievance, the First Level designee shall either respond to the grievance, or convene a meeting for the purpose of reviewing the grievance. If a meeting is convened, the First Level designee shall respond to the grievance not later than seven calendar days after the meeting.
Connecticut Administrative Code › Title 5 - State Employees › 201 - Procedure for Hearing Appeals › Organization and Operation › Section 5-201-16 - Hearings

Current through July 10, 2024
(a)
Notice of Hearing
(1) Upon receiving an appeal, the Board shall issue a notice of hearing to the parties at least twenty-one calendar days before the hearing containing the following information:
(A) The time and place of the hearing;
(B) The Third Level (secretary) action forming the basis for the appeal;
(C) A citation to sections 5-201 and 5-202 of the Connecticut General Statutes as authority for the proceeding; and
(D) Whether the hearing is to be conducted by the full Board or a three member hearing panel, with the names of the members.
Connecticut Administrative Code › Title 5 - State Employees › 201 - Procedure for Hearing Appeals › Organization and Operation › Section 5-201-17 - Declaratory rulings

Current through July 10, 2024
(a)
Scope
Petitions for declaratory rulings may be filed on:
(1) the validity of any regulation of the Board, and
(2) the applicability to specified circumstances of a provision of the general statutes, a regulation, or a final decision (as defined in subsection (3) of section 4-166 of the Connecticut General Statutes) on a matter within the jurisdiction of the Board. Any petition for a declaratory ruling not falling in one of these two categories will be rejected in writing by the Board as not being the proper subject for a petition for a declaratory ruling.
Connecticut Administrative Code › Title 5 - State Employees › 213 - Longevity Payment › Section 5-213-1 - Longevity payment

Current through July 10, 2024
When an employee is on a leave of absence without pay on a date when he would otherwise be entitled to a longevity payment under Section 5-213 of the General Statutes, such payment shall be made to him within sixty (60) days after he is reinstated to service in a pay status.
Connecticut Administrative Code › Title 5 - State Employees › 224 - Veteran's Examination-Credit Open Competitive Examinations › Section 5-224-1 - Veterans' examination-credit open competitive examinations

Current through July 10, 2024
(a) Veterans' examination credit shall be allowed only if satisfactory proof of the status claimed is filed with the Commissioner of Administrative Services. Such proof shall be the usual certification by the authorized federal agency.
(b) To establish eligibility due to disability the veteran must have been entitled to receive compensation for such disability.
(c) Proof of eligibility due to disability from the Veterans Administration must be dated not more than six months prior to the date of submission or death of the veteran.
Connecticut Administrative Code › Title 5 - State Employees › 228 - Permanent Appointments › Section 5-228-1 - Permanent appointments

Current through July 10, 2024
(a) Insofar as practicable, appointments to permanent positions in the classified service are to be made in the following order of preference:
(1) By promotion of a qualified employee of the agency involved:
(2) By promotion of a qualified employee of another agency, or
(3) By original appointment.
Connecticut Administrative Code › Title 5 - State Employees › 229 - Appointment; Refusal of Appointment › Section 5-229-1 - Appointment; refusal of appointment

Current through July 10, 2024
(a) Appointment to a position in the classified service shall be considered complete when the appointing authority issues his notice of appointment to the applicant.
(b) The appointing authority may consider that an appointment has been refused if the applicant waives appointment or fails to reply to notification of availability of a position as determined in accordance with section 5-216-2. The appointing authority may thereupon make another appointment to the position involved and may, if necessary, request the Commissioner of Administrative Services to certify the name or names of one or more additional eligible ranks.
Connecticut Administrative Code › Title 5 - State Employees › 230 - Working Tests › Section 5-230-1 - Working tests

Current through July 10, 2024
(a) Each appointee to a permanent position in the classified service shall serve a working test period. Such working test period shall begin on the date of appointment from the employment list, if the position is competitive. Otherwise, the working test period shall begin on the date of original permanent appointment.
(b) Repealed June 11, 2014.
Publisher's note: PA 14-187 repealed subsection (b), effective June 11, 2014. (June 11, 2014)
Connecticut Administrative Code › Title 5 - State Employees › 237 - Service Rating › Section 5-237-1 - Service rating

Current through July 10, 2024
(a) The appointing authority shall cause a service rating report to be filed on the form prescribed by the Commissioner of Administrative Services in the following instances and at the following times:
(1) During any working test period, either promotional or original, the quality of service of any employee shall be reported as either: "good" or better for satisfactory or better performance and the form shall be on file in the office of the appointing authority not more than six nor less than two weeks prior to the termination of the period; or less than "good" for fair or unsatisfactory performance and the report shall be approved by the appointing authority and filed with the office of the Commissioner of Administrative Services;
(2) When the performance of an employee with permanent status has been less than "good," in order to preclude an annual salary increase, the report shall be approved by the appointing authority and filed in the office of the Commissioner prior to the employee's increase date;
(3) When the appointing authority wishes to amend a previously submitted fair or unsatisfactory report due to the marked improvement in an employee's performance, such report shall be filed with the office of the Commissioner of Administrative Services not later than two weeks prior to the increase date and if acceptable to the Commissioner it shall have precedence over previous reports and shall restore the annual increase;
(4) Annually for each permanent employee, said annual rating to be filed in the office of the appointing authority at least three months prior to the employee's annual increase date; or
(5) At such other times as the appointing authority deems that the quality of service of an employee should be recorded.
Connecticut Administrative Code › Title 5 - State Employees › 238 - Work Schedules › Section 5-238-2 - Work schedules

Current through July 10, 2024
(a)
Departments.
The work schedules for departmental employees other than employees of institutions shall be in accordance with the regular established hours of work stated above except where work in excess of the regular established hours of work shall be determined necessary by the requirements of each department. Such exception shall be provided for only by approval of the Commissioner of Administrative Services and shall be recorded in his office and in the department, together with the reason for each exception.
(b)
Institutions.
The work schedule for institution employees shall be in accordance with the official schedule on file in the office of the Commissioner of Administrative Services and in the institution. Changes in the official work schedule may be made only after written approval of the Commissioner of Administrative Services. An exception for any employee or any class may be granted only with the written approval of the Commissioner of Administrative Services, and such record together with the reasons for any such exception shall be on file in his office and in the institution.
(c) It shall be the administrative responsibility of the appointing authority, in accordance with the needs of the services, to schedule the assignments of employees to shifts and to work days.
(d) Time spent in travel between home and duty station shall not be construed as work time except as specified by statute.
Connecticut Administrative Code › Title 5 - State Employees › 239 - Transfers › Section 5-239-1 - Transfers. Transfer registry

Current through July 10, 2024
Transfers may be made as follows:
(a)
Within an agency.
(1) Permanent and temporary transfers within an agency may be made with the approval of the Commissioner of Administrative Services either by the appointing authority for the good of the service or by request of the employee with the approval of the appointing authority.
(2) Permanent transfer of any employee from one organizational unit to another in the same agency may be made if the position to which transfer is made shall be in the same or in a lower salary range and shall have requirements as to knowledge, skill, ability, experience and training substantially the same as the occupied position.
(3) Temporary transfer of an employee to a position in the same or in a comparable class within an agency for a period not to exceed six months at any one time may be made in order to effect economy or utilize service to meet emergency conditions and not warranting the hiring of new employees or obtaining employees from other state agencies.
(4) Permanent and temporary transfers within an agency shall be reported by the appointing authority to the Commissioner of Administrative Services at the time they are effected and in the manner prescribed by him.
Connecticut Administrative Code › Title 5 - State Employees › 239 - Transfers › Section 5-239-2 - Transfer registry

Current through July 10, 2024
(a) Permanent transfer of an employee from one agency to another at the request of the employee must meet the conditions stated above and in addition may be made only if the following conditions have been met:
(1) The employee as a first step has notified his appointing authority of his desire to transfer and has received approval required by subsection (b) (3) of Section 5-239-1.
(2) The Commissioner of Administrative Services has caused the name of the employee requesting the transfer to be placed on the transfer registry maintained in his office and has referred the name from this registry to those agencies, acceptable to the employee, which have suitable vacancies.
(3) The employee thus referred has been selected for appointment by transfer by another appointing authority.
(4) The transfer has the approval of both appointing authorities and of the Commissioner of Administrative Services.
Connecticut Administrative Code › Title 5 - State Employees › 240 - Reprimand, Suspension, Demotion and Dismissal › Section 5-240-1a - Definitions

Current through July 10, 2024
The following terms shall have the following meanings for the purposes of Section 5-240-1a through 5-240-8a of the Regulations of Connecticut State Agencies:
(a) "Appointing authority" means a board, commission, officer, commissioner, person or group of persons having the power to make appointments by virtue of a statute.
(b) "Employee" means an employee holding a position in the classified service of the state, whether full time or part time, for which compensation is paid, who has been appointed to that position following successful completion of a working test period.
(c) "Just cause" means any conduct for which an employee may be suspended, demoted or dismissed and includes, but is not limited to, the following:
1. Conviction of a felony.
2. Conviction of a misdemeanor committed while on duty.
3. Conviction of a misdemeanor committed off duty which could impact upon the performance of job responsibilities.
4. Offensive or abusive conduct toward the public, co-workers, or inmates, patients or clients of State institutions or facilities.
5. Two successive unsatisfactory service ratings, if filed within two years of each other.
6. Fraud or collusion in connection with any examination or appointment in the classified service.
7. Theft, willful neglect or misuse of any state funds, property, equipment, material or supplies.
8. Deliberate violation of any law, state regulation or agency rule.
9. Absence without leave for five or more working days or failure to return to duty within five working days following authorized leave.
10. Use of and/or intoxication from alcohol or illegal drugs while on duty.
11. Neglect of duty, or other employment related misconduct.
12. Insubordination, including but not limited to failure to work overtime if directed to do so.
13. Engaging in any activity which is detrimental to the best interests of the agency or of the state.
14. Conflict of interest within the meaning of C.G.S. Section 5-266(a)-1 of the Regulations of Connecticut State Agencies.
15. Violation of the prohibitions of C.G.S. Section 5-226(a).
Connecticut Administrative Code › Title 5 - State Employees › 240 - Reprimand, Suspension, Demotion and Dismissal › Section 5-240-2a - Reprimand

Current through July 10, 2024
An appointing authority may reprimand an employee for just cause, if the appointing authority believes that given the relevant circumstances the specific conduct that is the subject of the reprimand does not warrant a suspension, demotion or dismissal, but that the failure to act, involving the employee's job performance, attendance or conduct on duty of any sort warrants putting the employee on notice that such act, or failure to act constitutes just cause, and that the continuation of the specific conduct may result in more severe disciplinary action.
Connecticut Administrative Code › Title 5 - State Employees › 240 - Reprimand, Suspension, Demotion and Dismissal › Section 5-240-3a - Suspension

Current through July 10, 2024
(a) An appointing authority may suspend an employee for just cause.
(b) Before a decision is made to suspend an employee without pay, or with reduced pay, the appointing authority shall follow the prediscipline procedures, as set forth in these regulations.
(c) Following the decision to suspend an employee, the appointing authority shall follow the post discipline procedures, as set forth in these regulations.
(d) Suspensions without pay or with reduced pay may not exceed in the aggregate sixty days in any one calendar year.
Connecticut Administrative Code › Title 5 - State Employees › 240 - Reprimand, Suspension, Demotion and Dismissal › Section 5-240-4a - Disciplinary demotion

Current through July 10, 2024
(a) An appointing authority may demote an employee for inefficiency or incompetence when the employee's performance of his duties clearly indicates he is not rendering satisfactory service. Such a demotion shall not be made earlier than three months after permanent appointment to the classified service.
(b) Before a decision is made to demote an employee, the appointing authority shall follow the prediscipline procedures, as set forth in these regulations.
(c) Following the decision to demote an employee, the appointing authority shall follow the post discipline procedures, as set forth in these regulations.
(d) The appointing authority shall report a demotion under this section to the Commissioner of Administrative Services at least two weeks prior to the effective date of the action.
(e) Any employee demoted under this section shall be paid the salary which he would have been receiving had he been serving in the lower instead of in the higher position.
Connecticut Administrative Code › Title 5 - State Employees › 240 - Reprimand, Suspension, Demotion and Dismissal › Section 5-240-6a - Non-disciplinary demotion

Current through July 10, 2024
(a) An appointing authority may demote an employee as an alternative to the employee being laid off or at the request of an employee.
(b) Before a decision is made to demote an employee as an alternative to the employee being laid off, the appointing authority shall follow the prediscipline procedures, as set forth in these regulations.
(c) Following a decision to demote an employee as an alternative to the employee being laid off, the appointing authority shall follow the post discipline procedures, as set forth in these regulations.
(d) A demotion as an alternative to an employee being laid off is not and shall not be construed in any manner that would characterize such a demotion as a disciplinary measure, notwithstanding the use of the prediscipline and post discipline procedures.
(e) Before an appointing authority demotes an employee at the request of the employee, the employee shall provide the appointing authority with a letter specifically requesting the demotion. When a demotion is requested by an employee, the prediscipline or post discipline procedures set forth in these regulations shall not be used.
(f) Any employee demoted under this section shall be paid the salary which he would have been receiving had he been serving in the lower instead of in the higher position.
(g) The appointing authority shall immediately report a demotion under this section to the Commissioner of Administrative Services by sending a copy of the notice given the employee.
Connecticut Administrative Code › Title 5 - State Employees › 240 - Reprimand, Suspension, Demotion and Dismissal › Section 5-240-7a - Prediscipline procedure

Current through July 10, 2024
(a) Prior to a decision to suspend an employee, demote an employee except at the request of the employee or dismiss an employee, the appointing authority shall provide the employee with oral or written notice. The notice shall include what form of action is being considered, shall contain a concise statement explaining what evidence supports the imposition of the action that is being considered and shall state a specific time and place for a meeting where the employee will be given an opportunity to present his side of the story and reasons why the employee feels that the action being considered should not be taken. The meeting will be held by the appointing authority or the appointing authority's designee.
(b) If written notice is given, it may be mailed, return receipt requested, or hand delivered to the employee at work. If the notice is mailed, the time of the meeting when the employee will be given an opportunity to present his side of the story shall be no sooner than five working days following the mailing of the notice. If the notice is hand delivered to the employee at work or given orally, the time of the meeting when the employee will be given an opportunity to present his side of the story may be any time following receipt of the notice, including immediately following the receipt of the notice unless the complexity of the charges requires additional time. In such case the employee may request and be granted a reasonable amount of time before being required to respond.
(c) If an employee declines or fails to attend the prediscipline meeting, the appointing authority may proceed with disciplinary action consistent with the notice provided under this section.
Connecticut Administrative Code › Title 5 - State Employees › 240 - Reprimand, Suspension, Demotion and Dismissal › Section 5-240-8a - Postdiscipline procedure

Current through July 10, 2024
(a) Within one week of a decision by the appointing authority to suspend an employee, demote an employee except at the request of an employee or dismiss an employee, the appointing authority shall provide written notice, in addition to any notice that may have been provided in accordance with the prediscipline procedure, to the employee stating the appointing authority's decision, the reasons for the decision, the effective date of the decision and informing the employee of any right to further review or appeal that the employee may have pursuant to either C.G.S. Section 5-202 or an applicable collective bargaining agreement.
(b) The effective date of a dismissal shall be no earlier than two weeks from the date of the notice required by (a) above, except in cases of serious misconduct by an employee affecting the public, or affecting the welfare, health or safety of patients, inmates or clients of state institutions or facilities, or of state employees, or the protection of state property, in which case the appointing authority may make the dismissal effective immediately upon the close of the prediscipline meeting. The appointing authority shall state the specific reason for imposing immediate dismissal at the close of the prediscipline meeting and in the subsequent written notice of discipline.
(c) The effective date of a demotion shall be no earlier than two weeks from the date of the notice.
(d) The effective date of a suspension shall be at a time determined by the appointing authority, commencing after oral or written notice of the determination to impose a suspension, so long as any oral notice is followed by the written notice required by this section.
Connecticut Administrative Code › Title 5 - State Employees › 241 - Reemployment Lists › Section 5-241-1 - Reemployment lists

Current through July 10, 2024
(a) The names of permanent employees who are eligible for reemployment shall be arranged on appropriate reemployment lists in order of seniority in the state service and shall remain thereon for a period of two years.
(b) State service shall include military service as specified in Section 5-255 of the General Statutes, 1958 Revision, as revised. Seniority in state service shall be total length of state service without regard to classification or agency in which employed.
(c) Employees shall be entitled to specify for placement on the reemployment list for any or all classes in which they formerly had permanent status. In the event that an employee is appointed to a position from a reemployment list but such position is in a lower salary group than the class or classes for which his name is entered upon a reemployment list, he shall remain eligible for certification from the latter list.
(d) In the case of layoff or demotion due to lack of work, economy, insufficient appropriation, change in departmental organization, or abolition of position, the name of a permanent employee eligible for reemployment shall remain for a period of three years on the appropriate reemployment list for any class in which he had permanent status.
(e) Reemployment lists for classes treated competitively shall be maintained by the Commissioner of Administrative Services. Reemployment list for any classes treated noncompetitively shall be maintained by the appointing authority.
(f) An employee appointed from a reemployment list to a position in his former salary group will be appointed at the same step in such group as he held when he last worked in state service. An employee so appointed to a position in a lower salary will be appointed at the same step in the salary group as he held when he last worked in state service.
Connecticut Administrative Code › Title 5 - State Employees › 241 - Reemployment Lists › Section 5-241-2 - Layoff

Current through July 10, 2024
(a) "Employee" means an employee holding a position in the classified service of the state, whether full time or part time, for which compensation is paid, who has been appointed to that position following successful completion of a working test period.
(b) An appointing authority may lay off an employee for lack of work, economy, insufficient appropriation, change in departmental organization, abolition of position, or any cause other than disability, delinquency, incompetence, misconduct or neglect of duty. No employee shall be laid off if any other employee in the same job classification performing comparable duties with less state service is to be retained in the same department, agency or institution. For the purposes of this section, the employee security division may, at the discretion of the labor commissioner, be excluded from the remainder of the labor department and deemed to be a separate agency.
(c)
1. In the absence of an applicable collectively bargained lay off procedure, the appointing authority shall, prior to deciding to lay off an employee, provide the employee with oral or written notice of the possible action, the reasons for it and a specific time and place for a meeting where the employee will be given an opportunity to present any information he deems pertinent. The meeting will be held by the appointing authority or the appointing authority's designee.
2. If written notice is given it may be mailed, return receipt requested, or hand delivered to the employee at work. If the notice is mailed, the time of the meeting when the employee will be given an opportunity to present his information shall be no sooner than five working days following the mailing of the notice. If the notice is hand delivered to the employee at work or given orally, the time of the meeting when the employee will be given an opportunity to present his information may be any time following receipt of the notice, including a time immediately following receipt of the notice.
3. The purpose of such a meeting is to determine if there are alternatives to lay off or whether the wrong employee has been selected for lay off.
4. If the employee declines or fails to attend the meeting, the appointing authority may proceed with the decision to lay off as deemed appropriate.
5. Within a week of a decision to lay off an employee, the appointing authority shall provide written notice stating the reason for the decision. The effective date of the lay off shall be no earlier than two weeks from the date of such notice.
6. A copy of such notice of lay off shall immediately be forwarded to the Commissioner of Administrative Services.
Connecticut Administrative Code › Title 5 - State Employees › 243 - Resignation from State Service › Section 5-243-1 - Resignation from state service

Current through July 10, 2024
(a) Procedure to be followed:
(1) An employee in the classified service who wishes to voluntarily resign from state service in good standing shall give the appointing authority at least two working weeks notice of his resignation, except that the appointing authority may require as much as four weeks notice if the employee occupies a professional or supervisory position.
(2) Such notice is to state the last date of work.
(3) Less than the required number of working weeks notice shall be reported as a resignation in good standing only if such notice is acceptable to the appointing authority.
(4) All resignations other than as above shall be reported to the Commissioner of Administrative Services by the appointing authority as not in good standing.
(5) When a resignation is being reported as not in good standing, the appointing authority shall so notify the employee and shall also advise the employee of his right to file an appeal to the Commissioner of Administrative Services.
Connecticut Administrative Code › Title 5 - State Employees › 244 - Infirmities › Section 5-244-1 - Infirmities

Current through July 10, 2024
(a) When an appointing authority recommends that an employee be transferred to less arduous duties or separated from state service, the appointing authority shall make such recommendation in writing to the Commissioner of Administrative Services and set forth therein in detail the reasons for such recommendation.
(b) When recommendation for transfer is made under Section 5-244, the Commissioner of Administrative Services shall attempt to find suitable position for the affected employee in accordance with the requirements of the State Personnel Act.
(c) When a recommendation for separation from state service is made under Section 5-244, it shall remain the responsibility of the appointing authority, after consultation with the Commissioner of Administrative Services, to effect such separation if indicated.
Connecticut Administrative Code › Title 5 - State Employees › 247 - Sick Leave › Section 5-247-2 - Rate of accrual

Current through July 10, 2024
(a) Sick leave accrues at the rate of one and one-quarter working days per completed calendar month of continuous full-time service, which may be computed on an hourly basis, including authorized leave with pay provided that:
(1) such leave starts to accrue only on the first working day of the calendar month and is credited to the eligible employee on the completion of the calendar month;
(2) an eligible employee employed on less than a full-time basis shall be granted leave in proportion to the amount of time worked as recorded in the attendance and leave records;
(3) no such leave will accrue for any calendar month in which an employee is on leave of absence without pay an aggregate of more than three working days;
(4) sick leave shall accrue for the first twelve months in which an employee is receiving compensation benefits in accordance with section 5-142 or 5-143 of the General Statutes.
Connecticut Administrative Code › Title 5 - State Employees › 247 - Sick Leave › Section 5-247-3 - Granting sick leave

Current through July 10, 2024
The appointing authority shall grant sick leave to the eligible employee who is incapacitated for duty. During such leave the employee is compensated in full and retains his employment benefits. Such leave shall not be granted for periods of time during which the employee is receiving compensation in accordance with section 5-142 or 5-143 of the General Statutes, except to the extent permitted by said sections, or for recuperation from an illness or injury which is directly traceable to employment by an employer other than the state of Connecticut or for any day or period during which such employee performs full-time employment for another employer.
Connecticut Administrative Code › Title 5 - State Employees › 247 - Sick Leave › Section 5-247-4 - Basis for eligibility

Current through July 10, 2024
(a) An eligible employee shall be granted sick leave
(1) for medical, dental, or eye examination or treatment for which arrangements cannot be made outside of working hours;
(2) in the event of death in the immediate family when as much as three working days leave with pay shall be granted. Immediate family means husband, wife, father, mother, sister, brother, or child, and also any relative who is domiciled in the employee's household;
(3) in the event of critical illness or severe injury to a member of the immediate family creating an emergency, provided that not more than three days of sick leave per calendar year shall be granted therefor;
(4) for going to, attending, and returning from funerals of persons other than members of the immediate family, if permission is requested and approved in advance by the appointing authority and provided that not more than three days of sick leave per calendar year shall be granted therefor.
Connecticut Administrative Code › Title 5 - State Employees › 247 - Sick Leave › Section 5-247-5 - Advance sick leave

Current through July 10, 2024
(a) No sick leave in excess of the leave accumulated to the employee's credit may be granted by the appointing authority unless approved by the Commissioner of Administrative Service. Such authorization shall be granted only in cases involving extended periods of illness or injury. In requesting an advance of sick leave the appointing authority shall submit the following facts for the consideration of the Commissioner of Administrative Services:
(1) The length of state service of the employee;
(2) The classification of the employee;
(3) The sick leave record of the employee for the current and for the four preceding calendar years;
(4) A medical certificate which shall be on the prescribed form and which shall include the nature of the illness, the prognosis, and the probable date when the employee will return to work.
Connecticut Administrative Code › Title 5 - State Employees › 247 - Sick Leave › Section 5-247-11 - Medical certificate

Current through July 10, 2024
(a) An acceptable medical certificate, which must be on the form prescribed by the Commissioner of Administrative Services and signed by a licensed physician or other practitioner whose method of healing is recognized by the state, will be required of an employee by his appointing authority to substantiate a request for sick leave for the following reasons:
(1) Any period of absence consisting of more than five consecutive working days;
(2) to support request for sick leave of any duration during annual vacation;
(3) leave of any duration if absence from duty recurs frequently or habitually provided the employee has been notified that a certificate will be required;
(4) leave of any duration when evidence indicates reasonable cause for requiring such a certificate.
The Commissioner of Administrative Services or the appointing authority may provide a State physician to make a further examination.
Connecticut Administrative Code › Title 5 - State Employees › 247 - Sick Leave › Section 5-247-12 - Records

Current through July 10, 2024
All sick leave shall be recorded in the attendance records of the appointing authority. Such records shall reflect the current amount of accrued leave, the amount and dates when leave was taken, and the current balance available to each employee. The records shall be subject to review by the Commissioner of Administrative Services and said records shall be available at reasonable times to the employee concerned.
Connecticut Administrative Code › Title 5 - State Employees › 248 - Leave of Absence › Section 5-248-3 - Status of employee during leave without pay

Current through July 10, 2024
(a) During the period of a leave without pay in excess of three days the employee shall not be credited for length of service and shall not be credited with time for the purposes of:
(1) meeting the requirements of a working test period;
(2) accruing sick leave; or
(3) accruing vacation time.
Connecticut Administrative Code › Title 5 - State Employees › 248 - Leave of Absence › Section 5-248-4 - Expiration of leaves

Current through July 10, 2024
In the event that the employee fails to return to service at the expiration of his leave of absence, he shall be considered to have terminated his employment as of the termination date of said leave and a report of such action shall be filed by the appointing authority with the Commissioner of Administrative Services. No reemployment rights shall exist under these circumstances, unless the employee has given written notice, prior to the expiration date of the leave, of his intent to return.
Connecticut Administrative Code › Title 5 - State Employees › 248 - Leave of Absence › Section 5-248-5 - Abolishment of position

Current through July 10, 2024
When a position, from which an employee has been granted a leave of absence without pay and with notice that it was being held, is abolished due to lack of work, economy, insufficient appropriations or organizational change, the name of the employee shall be placed on the appropriate reemployment list or lists.
Connecticut Administrative Code › Title 5 - State Employees › 248b - Parental and Medical Leave › Section 5-248b-1 - Definitions

Current through July 10, 2024
(a)
Family Leave
means an unpaid leave not exceeding a maximum of twenty-four weeks in any two year period granted upon the birth or adoption of a child by an employee, or upon the serious illness of a child, spouse or parent of an employee.
(b)
Medical Leave
means an unpaid leave of absence not exceeding a maximum of twenty-four weeks in any two year period granted upon the serious illness of an employee in addition to existing sick leave benefits.
(c)
Permanent Employee
means an employee holding a position in the classified service under a permanent appointment or an employee holding a position in the unclassified service who has served in such a position for a period of more than six months, except employees in positions funded in whole or in part by the federal government as part of any public service employment program, on the job training program or work experience program.
(d)
Serious Illness
means an illness, injury, impairment or physical or mental condition that involves (1) inpatient care in a hospital, hospice or residential care facility or (2) continuing treatment or continuing supervision by a health care provider.
Connecticut Administrative Code › Title 5 - State Employees › 248b - Parental and Medical Leave › Section 5-248b-2 - Procedures for family and medical leave

Current through July 10, 2024
(a) Any permanent employee seeking a family or medical leave of absence without pay from state service shall submit a request to the appointing authority who shall review this request promptly for conformance with the requirements of Public Act 87-291 and these regulations. The appointing authority shall notify the Commissioner of Administrative Services of action taken.
(b) Family or medical leave shall be for the period of time granted and shall not exceed twenty-four weeks over a two year period. The two year period shall begin with the first day of the family or medical leave and end two years after that date. Any requests for extensions must be submitted and approved in the same manner as the initial request and reported to the Commissioner of Administrative Services.
(c) The position of the employee shall be held for the duration of the leave except that the appointing authority may fill a vacancy created by a leave of absence without pay on a durational basis if the position is being held without the necessity of creating an additional position.
(d) Upon the expiration of the leave of absence, the employee shall be entitled to all accumulated seniority, retirement, fringe benefits and other service credits which the employee had at the commencement of such leave. Such service credits shall not accrue during the period of the leave of absence.
Connecticut Administrative Code › Title 5 - State Employees › 248b - Parental and Medical Leave › Section 5-248b-3 - Family leave-birth

Current through July 10, 2024
(a) A request to the appointing authority for parental leave for the birth of a child shall include:
(1) A statement of the need for absence from work, the beginning and ending dates of the leave desired and a statement of the intent to return to work upon completion of the leave.
Connecticut Administrative Code › Title 5 - State Employees › 248b - Parental and Medical Leave › Section 5-248b-4 - Family leave-adoption

Current through July 10, 2024
(a) A request to the appointing authority for family leave for the adoption of a child shall include:
(1) A letter from the adoption agency establishing the date of adoption. Early submission may be made upon receipt of notification of impending adoption to be effective on the actual date of adoption.
(2) A statement of the need for absence from work, the beginning and ending dates of the leave desired and a statement of intent to return to work upon completion of the leave.
Connecticut Administrative Code › Title 5 - State Employees › 248b - Parental and Medical Leave › Section 5-248b-5 - Family leave-serious illness of child

Current through July 10, 2024
(a) A request to the appointing authority for a family leave to care for a seriously ill child shall include:
(1) A statement of need of absence from work to care for the child, the beginning and anticipated ending dates of the leave desired and a statement of intent to return to work upon completion of the leave.
(2) A physician's statement of diagnosis and prognosis.
Connecticut Administrative Code › Title 5 - State Employees › 248b - Parental and Medical Leave › Section 5-248b-6 - Family leave-serious illness of spouse or parent

Current through July 10, 2024
(a) A request to the appointing authority for leave to care for seriously ill spouse or parent shall include:
(1) A statement of the need of absence from work to care for the spouse or parent, the beginning and anticipated ending dates of the leave desired and a statement of intent to return to work upon completion of the leave.
(2) A physician's statement of diagnosis of the spouse or parent, certification that the medical condition of the spouse or parent is a serious illness as defined in Section 1 of these regulations, and an estimate of the anticipated length of the serious illness of the employee's spouse or parent.
Connecticut Administrative Code › Title 5 - State Employees › 248b - Parental and Medical Leave › Section 5-248b-7 - Medical leave-serious illness of employee

Current through July 10, 2024
(a) Requests for medical leave because of serious illness of the employee shall include:
(1) The beginning and anticipated ending dates of the leave desired and a statement of the intent to return to work upon completion of the leave if medically able.
(2) A physician's statement of the diagnosis and prognosis of the employee's illness and an estimate of the anticipated period of the illness.
Connecticut Administrative Code › Title 5 - State Employees › 248b - Parental and Medical Leave › Section 5-248b-8 - Return of employees following leave

Current through July 10, 2024
(a) Upon expiration of the leave of absence, the employee shall be entitled to return to the position in state service which the employee held at the time the employee commenced the leave of absence or, if that position is unavailable, to an equivalent position with equivalent pay.
(b) The Personnel Division of the Department of Administrative Services shall endeavor to find other suitable work in state service for an employee who is medically unable to perform the duties of the position in state service which the employee held at the commencement of the leave of absence.
Connecticut Administrative Code › Title 5 - State Employees › 248b - Parental and Medical Leave › Section 5-248b-9 - Reporting of family and medical leave use

Current through July 10, 2024
(a) On or before April 1st of each year, each appointing authority shall submit a report to the Commissioner of Administrative Services setting forth:
(1) The number of family and medical leaves granted and their duration.
(2) The number of family and medical leaves denied and the reasons for denial.
(3) An assessment of the impact of family and medical leave use on the work of the department, including use of overtime, replacements and other relevant information.
Connecticut Administrative Code › Title 5 - State Employees › 248c - Voluntary Schedule Reduction Program › Section 5-248c-1 - Definitions

Current through July 10, 2024
The following terms shall have the following meanings for the purposes of sections 5-248c-1 to 5-248c-3 of the Regulations of Connecticut State Agencies:
(a) "Appointing authority" means a board, commission, officer, commissioner, person or group of persons having the power to make appointments by virtue of a statute.
(b) "Permanent employee" means an employee holding a position in the classified service under a permanent appointment or an employee holding a position in unclassified service who has served in such a position for a period of more than six months, except employees in positions funded in whole or in part by the federal government as part of any public service employment program, on-the-job training program or work experience program.
(c) "Schedule Reduction" means a voluntary reduction in the number of hours worked by an employee, by taking unpaid prescheduled individual or partial days off on an occasional basis, or by reducing the number of hours worked per week on a regular basis.