Regulations of Connecticut State Agencies
(See 29 CFR ยง 825.200)
(a) An eligible employee is limited to a total of 16 workweeks of leave during any 24-month period for any one or more of the following reasons:
(1) Upon the birth of a son or daughter of the employee;
(2) Upon the placement of a son or daughter with the employee for adoption or foster care;
(3) In order to care for the spouse, or a son or daughter or parent of the employee or parent of the employee's spouse, if such spouse, son, daughter, parent of the employee or parent of the employee's spouse has a serious health condition; or
(4) Because of a serious health condition of the employee.
(b) The 24-month period shall begin with the first day of leave taken for one or more of the reasons in subsection (a) of this section.
(c) For purposes of determining the amount of leave used by an employee, the fact that a holiday may occur within the week taken as FMLA leave has no effect; the week is counted as a week of FMLA leave. However, if for some reason the employer's business activity has temporarily ceased and employees generally are not expected to report for work for one or more weeks (e.g., a Christmas/New Year holiday or the summer vacation or an employer closing the plant for retooling or repairs), the days the employer's activities have ceased do not count against the employee's FMLA leave entitlement. Methods for determining an employee's 16 week leave entitlement are also described in section 31-51qq-16 of the Regulations of Connecticut State Agencies.
(Adopted effective March 9, 1999)