Senate Bill 1427: An Act Expanding Paid Family and Medical Leave Insurance Program Benefits to Certain School Employees

Testimony of Erin Choquette, Chief Executive Officer of the CT Paid Leave Authority

Labor and Public Employees Committee

March 4, 2025

The CT Paid Family & Medical Leave Insurance Authority (the Authority) thanks the Committee for the opportunity to offer its support of Senate Bill 1427, “An Act Expanding Paid Family and Medical Leave Insurance Program Benefits to Certain School Employees.” CT Paid Leave allows workers to focus on healing from their own serious illness or injury or serving as a caregiver for a family member in their time of need. It supports parents by allowing them to bond with a new child without risking their economic security. Since the program’s inception in 2022, CT Paid Leave has provided over $1 billion in wage replacement benefits to more than 145,000 unique workers from every city and town in the state. We support Senate Bill 1427 to cover noncertified public and private school employees and ensure additional workers have the time that they need to care for themselves or their families.

Background on the CT Paid Leave Act and CT Paid Leave Authority

The Connecticut Paid Leave Act passed the state legislature and was signed into law in June 2019. The Connecticut Paid Leave Act established the Connecticut Paid Leave Authority (the “Authority”), a quasi-public state agency, to administer the state’s paid family and medical leave insurance program for life events covered under the Connecticut Family and Medical Leave Act (CT FMLA) and the Connecticut Family Violence Leave Act.

In January 2021, covered employees and enrolled self-employed individuals and sole proprietors began to contribute one-half of one percent (0.5%) of their earnings, capped at the Social Security contribution and benefit base, to the Family and Medical Leave Insurance Trust Fund through payroll deductions. The Authority began receiving claims in December 2021 and making benefit payments in January 2022.

Through CT Paid Leave, eligible workers can receive up to 12 weeks of income replacement benefits for medical leave, bonding leave, caregiver leave, military caregiver leave and qualifying exigency leave. Workers may also be eligible for two additional weeks of income replacement for a serious health condition resulting in incapacitation that occurs during a pregnancy.

CT Paid Leave also provides up to 12 days for family violence leave pursuant to section 31–51ss of the Connecticut General Statutes for an employee who is a victim of family violence or sexual assault to seek medical or psychological care, obtain services from a victim services organization, to relocate or to participate in any civil or criminal proceeding related to or resulting from such family violence or assault.

Employees are eligible for CT Paid Leave benefits if they have earned at least $2,325 in the highest earning quarter of the first four of the five most recently completed quarters and are currently employed by a covered Connecticut employer; have been employed by a covered Connecticut employer within the 12 weeks immediately preceding the claim; or a sole proprietor or self-employed individual residing in Connecticut who has enrolled in the program.

Covered and Noncovered Employers under CT Paid Leave

Currently, CT Paid Leave covers most Connecticut employers with one or more employees working in the state, with some exceptions. Employers who are not covered under CT Paid Leave include the federal government, railroads, and non-public elementary or secondary schools. The State of Connecticut is a covered employer as to its non-unionized employees, while its unionized employees can collectively bargain to participate in the program.

Municipalities and local or regional boards of education are not covered employers unless their unionized employees collectively bargain to participate. If a municipality or board of education’s union collectively bargains to participate, all non-union employees of the municipality or board of education will also become covered under CT Paid Leave and begin contributing to the program.

While we support Senate Bill 1427’s goal to cover certain school employees under the CT Paid Leave Act, we recommend ensuring these workers also have access to job protection under Conn. Gen. Stat 31–51kk, the CT Family and Medical Leave Act (CTFMLA). Wage replacement benefits from CT Paid Leave are critically important; however, workers are less likely to utilize our program if they will lose their job while doing so. CT Paid Leave and CTFMLA work together to not only provide financial stability to workers who need to take time away from work but also make sure they have a job to return to when their leave is over.

Thank you for your consideration and to the Committee’s continued support for CT Paid Leave