Frequently Asked Questions

As of October 1, 2025, three state leave programs impact school district employees: CT Paid Sick Leave, CT Paid Leave, and CT FMLA. These programs are separate, but they often work together. Below are answers to common questions. 

1. What is CT Paid Sick Leave, and how does it work?

CT Paid Sick Leave guarantees employees at least 40 hours of paid sick time each year. In Colchester, staff already receive sick time that is more generous than this state minimum. This means you are not receiving additional days—the state simply designates the first 40 hours of your sick bank as “CT Paid Sick Leave.” Beginning October 1, 2025, CT Paid Sick Leave must be used in the same increments defined by your union contract (for example, half-day or quarter-day), rather than by the hour. 

2. How do I see my CT Paid Sick Leave balance?

A sub-category labeled “CT Paid Sick Leave” is visible in your Red Rover account. This is not extra time but a way for the district to track compliance with state law.

3. What happens if I need more than 40 hours of sick leave? 

Any time you take beyond the 40 hours of CT Paid Sick Leave will come from your contractual sick bank, following the rules in your Union's Collective Bargaining Agreement.

4. What is CT FMLA, and how is it different from Federal FMLA?

Federal FMLA has long provided up to 12 weeks of unpaid, job-protected leave for eligible employees (including school employees). Beginning October 1, 2025, CT FMLA now also applies to school district employees. It provides the same 12 weeks of unpaid, job-protected leave, but with slightly broader eligibility rules (for example, more family relationships qualify). 

5. What is CT Paid Leave? 

CT Paid Leave is a state income replacement benefit that helps replace part of your paycheck if you need to be out of work for a qualifying reason. Non-certified school district employees have become eligible for this benefit on October 1, 2025. This is funded by a mandatory 0.5% payroll deduction (automatically being withheld from your paycheck). It is not job protection. Instead, if you are approved, it pays a partial wage benefit during your leave. Most often, employees apply for CT Paid Leave when they are also out on CT FMLA, so they have both income replacement and job protection.

6. How do these programs work together?

• CT FMLA/Federal FMLA = guarantees job protection (your right to return to work).
  
  

• CT Paid Leave = provides partial paycheck coverage if you apply and are approved.
  
  

• CT Paid Sick Leave = ensures you have at least 40 hours of paid sick time, already included in your sick day bank.
  
  

• Your union contract sick days = provide additional paid sick time, which is often more generous than state requirements.