Military Leave Handbook Statement: Connecticut
When to Include
Connecticut employers should consider including this statement in their handbook to educate employees about the availability of leave for military duty and to demonstrate their compliance with Connecticut's military leave law.
Customizable Handbook Statement
Connecticut employees who, as part of their service in the armed forces of the state or any reserve component of the armed forces of the United States, are ordered to perform military duty, including meetings or drills during regular work hours, will be provided a leave of absence for such service.
Time off under this policy will be without pay, except that exempt employees will not incur any reduction in pay for a partial week absence due to military duty. Employees may choose to substitute accrued paid time off for unpaid leave under this policy. Employees should contact the Human Resources department [or insert name/contact details for appropriate company representative or department] concerning their rights and entitlements if they are, or are contemplating being, in the military service.
Guidance for Employers
- Provide military leave protection to individuals performing military duties (such as attendance at meetings or drills) in Connecticut's armed forces or any reserve component of the United States armed forces. The armed forces include the organized militia, National Guard, naval militia and naval militia's Marine Corps branch.
- Do not directly or indirectly reduce or revoke an employee's vacation or holiday privileges because of military duty-related leave or take actions that would adversely impact an employee's chance of promotion, continued employment or reemployment because of the military leave.
- Maintain documentation of any impending military leaves. If an employee gives oral notice of an impending military leave, an employer should document such notice and place it in the employee's file. Human Resources should inform all managers and supervisors that they must forward any written notice, and communicate any oral notice, of an employee's pending military leave to the Human Resources department or other appropriate company representative or department. Employers should remember, however, that under the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), written or oral notice of military leave is sufficient to meet the employee's obligation to inform the employer of the need for military leave.
- Supervisors should be trained regarding how to respond to requests for leave so that they do not take any adverse actions (e.g., termination, demotion) against employees who are eligible for leave and who request or take leave.