Additional Staff Resources

To view the CT Teacher's Retirement plan, click here.

To learn more about the Employee Assistance Program, click here.

To download the KPS Employee Demographic Change Form, used to update Name, Address, or Emergency Contact changes, click here.

Killingly Public Schools offers a 403(b) Tax Sheltered Account Plan. As an eligible employee you have the ability to participate in this Plan by making voluntary salary reduction contributions to the Plan.

If you wish to begin participating in the Plan you may obtain a list of financial representatives that can assist you by clicking this link to the retirement plan and you should complete the Salary Reduction Agreement as instructed. This form should be used to begin participation in the Plan or change your current salary reductions.  Once you have accessed the website please follow these instructions

• Select “Employee” from the menu on the right
• Select your state from the drop down menu
• Select your employer from the second drop down menu
• Select the “Approved Providers/Products/Reps” link

• Please review the list of providers, select one, and contact them to proceed with signing up for salary reduction contributions and transfers for the 403(b) Plan

You may also view other information about the plan at the aforementioned site, including a copy of the Plan Document, forms, processing instructions, and access a copy of the Employee Handbook.

If you have further questions please contact Kim Gillespie-Burnham @ 860-779-6795

 

CONNECTICUT PAID SICK LEAVE LAW -  Effective January 1, 2025

Killingly Public Schools complies with the requirements of the Connecticut Paid Sick Leave law by providing up to 40 hours of paid sick leave per benefit year for qualifying employees.  This policy sets forth the parameters regarding the accrual and use of paid sick leave.

Covered Employees

All employees are covered by the paid sick leave law, including full-time, part-time, per-diem, temporary, hourly and salaried exempt employees (who work 120 days per year) 

Basics

• Employees hired after January 1, 2025, will be eligible for CT Paid Sick leave 120 calendar days after date of hire 
• Employees may use accrued paid sick leave in 1-hour increments
• The “benefit year” is the period from July 1st - June 30th

• Employees will be provided with their forthcoming year’s entitlement at the beginning of the benefit year

Use of Leave

1. An employee may use paid sick leave for his/her own:
   • illness, injury or health condition;
   • the medical diagnosis, care or treatment of his or her mental or physical illness, injury or health condition; 
   • preventative medical care; or 
   • mental health wellness day

2. An employee may use paid sick leave for a family member’s:

2. • Illness, injury or health condition
   • The medical diagnosis, care or treatment of a mental or physical illness, injury or health condition; or 
   • Preventative medical care

3. An employee may use paid sick leave for closure by order of a public official, due to a public health emergency, of either:

3. • An employer’s place of business; or 
   • A family member’s school or place of care

4.             An employee may use paid sick leave when a health authority, the employer of the employee or the employee’s family member, or a health care provider determines that the employee or the employee’s family member poses a risk to the health of others because of exposure to a communicable disease.

5.             An employee may use paid sick leave if the employee or the employee’s family member is a victim of family violence or sexual assault:

5. • for medical care or psychological or other counseling for physical or psychological injury or disability;
   • to obtain services from a victim services organization;
   • to relocate due to such family violence or sexual assault;
   • to participate in any civil or criminal proceedings related to or resulting from such family violence or sexual assault.

“Family Member” - means a spouse, sibling, child, grandparent, grandchild, or parent of an employee, or an individual who is related to the employee by blood or by an affinity whose close association to the employee can show to be equivalent to those family relationships.

Notice and Documentation

Employees are not required to provide advance notice before using paid sick leave.  The employer is prohibited from requiring an employee to provide any documentation that paid sick leave is being taken for a reason covered by the paid sick leave law.

There are times when notice and documentation will be required if the employee’s absence(s) are due to a qualifying reason under an applicable state or federal law, including the CT Family and Medical Leave Act (CTFMLA).  Paid sick leave and CTFMLA may run concurrently, and if so, the requirements of the CTFMLA must be adhered to by both the employee and the employer.

Separation

If an employee has unused accrued paid sick leave at the time of separation, the employer will follow its regular policy regarding payout of paid time off.

Recordkeeping

Employers must track and keep records of hours worked and paid sick leave accrued and used for every employee as part of its normal record-keeping obligations.

Prohibition of Retaliation or Discrimination

• Retaliatory personnel action or discrimination are prohibited because the employee: 
• Requests or uses paid sick leave either in accordance with the law; or 
• In accordance with the employer’s own paid sick leave policy, as the case may be; or 
• Files a complaint with the CT Department of Labor alleging the employer has violated the law.

Complaint

Any employee aggrieved by a violation of the provisions of the law may file a complaint with the CT Department of Labor.  Employees may file a complaint on the CT Department of Labor website:  https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/wage-complaint?language=en