These are real stories submitted by Connecticut residents who have been impacted by our state’s lack of paid family and medical leave. Inspired to tell your story? Click here.
“My husband and I are both freelancers, so when we don’t work, we don’t get paid. Last month he had a heart attack. I had to stay home and take care of him. Neither of us was earning anything, and on top of this we have high deductible insurance. A triple whammy. My husband is recovering well, but paid medical leave for him, and paid family leave for me, would have been a great help to us. We need this insurance in CT so we can stay competitive with states like New York and Rhode Island which have this protection for small businesses like ours.” Amy, Weston CT
“I am a college professor working at a CT State University. My employer allows for 6 weeks of unpaid leave following the birth of a child, and I was fortunate enough to be able to bank enough sick time beforehand so that I was able to collect a paycheck during that leave. I worked, full-time, until I went into labor – at 41 weeks plus 2 days.” Read the rest of Kelly’s story here.
“The last weeks of my father’s life were agonizing. We brought hospice into our childhood home and made final arrangements. During this time, I would still work from the hospital or my father’s apartment so that I could save the days I needed for his funeral and burial. No one should have to experience that additional anxiety about their job security and finances when they are caring for a loved one.” Read the rest of Danielle’s story here.
“My professional support arises from my understanding of the importance of breastfeeding to the health of mothers and babies, the decrease in illnesses of both mothers and babies in our community and workforce, and our ability to decrease exploitation of mothers by BIG business formula companies whose pockets are lined by separation of mother and child in the first weeks postpartum (there is a time and place for formula and it HUGELY overused).” Read the rest of Christy’s story here.
“My wife and I are in the process of a domestic adoption as a means to create our family. Infertility has left us no other option. As an educator, my wife is a member of a union and in most cases is the beneficiary of family-oriented policies. While her school system does offer paid maternity leave for mothers of traditional birth, there is no paid leave available for adoptive mothers of newborns.” Read the rest of Marc’s story here.
“I took maternity leave in 2014. As I had been at my job for less than a year, I could not use FMLA and did not have access to my workplace’s parental leave (3 weeks paid). I was forced to use all of my sick and vacation time, which meant that I had to save up and not use any of these days before going out on leave. I took 6 weeks (the maximum that I could take under my employer’s policy. Of that time, I was able to cover 3.5 weeks paid using all of my vacation/sick time but when I went back to work, I had no vacation or sick time and when my baby did get sick, my husband had to stay with him.” Read the rest of Katie’s story here.
“When I had both of my children, now 4 yr and 2 yr old, I took 4 months off from work. I was paid short term disability during that time. I also used vacation time. My employer then allowed each child to come to work with me. I was given an office with a door so I could have privacy to nurse. This allowed me more time to bond with each child and still be paid. I’m so grateful that my employer was open minded and allowed this arrangement. At first coworkers were concerned about smells and noise but each realized neither was an issue.” – Brynn, Waterford, CT
“I have not personally been impacted by lack of family or medical leave – yet. You see, as a single mom, I have not had a medical checkup in nearly 20 years. I can’t afford to know. I have a job. I have health insurance that is decent enough that IF I had paid leave should I have a serious illness, we could make it work. The problem is that if I ever need leave of any more than a total of 3 weeks in any given year, my salary would be reduced to 50% during that leave period. That would translate to over $1000/month less than we need for our basic necessities to say nothing of unusual medical copays and deductibles. I have two choices – get up in the morning and keep plugging away, or keel over dead. Serious illness is simply not an option so I have to keep my head in the sand.” – Susan, Monroe, CT
“When I had my 2nd child, I had to take the last 4 weeks after my c-section as unpaid leave. In addition, my husband had to take unpaid days every time he was ill or when he needed to stay home with a sick child when he used to work retail. As you can surmise, that had a huge impact on finances when he was being paid a small hourly salary.” – Karla, Cromwell, CT
“My husband and I adopted a baby from China. We were in Chins for two weeks to get her. That was my vacation time. When we got back in took one week unpaid. And returned to work the following week. My husband is self employed. So absolutely no family leave. It was hard but we lived through it.” – Janet, West Hartford, CT
“When I was pregnant in 2011, neither my husband nor I had any paid leave from work. In fact, neither of us were covered by FMLA: his company had less than 50 employees, I worked several part-time jobs. He was only able to take 2 weeks of vacation after our daughter was born before returning to work, and I stayed home for almost 12 weeks without pay.” Read the rest of Liz’s story here.
“When I was pregnant with my son – I thought finding great care for him would be a breeze. It was not! I thought I would be given 12 weeks of paid leave before having to go back to work, nope that wasn’t given either. I only took 7 weeks leave (6 weeks were paid at 60% of my income and 1 week was paid using vacation time and sick leave).” Read Cynthia’s full story here.
“I am currently 12 weeks pregnant with our first child. I work for an (amazing) nonprofit here in CT, which is focused on promoting healthy moms and healthy babies by preventing prematurity and birth defects. I don’t just love my job, but I need it also. My partner and I live in Fairfield County, as both of us work here, and in order for us to live here we need both of our $65,000 & $40,000 salaries in order to pay rent, pay back student loans, and have a tiny bit left over for retirement and savings.” Read the rest of Keely’s story here.
“I hate the fact that so many people are forced to go into work even though their hearts are grieving for their sick family members, alone at home without care. It’s not fair and it’s not right. Who can focus on work when their loved ones are sick and in need of aid? We must pass Paid Family Leave. Our families need it and we do too.” Read Dvora’s story here.
“I work for Planned Parenthood and they have been very supportive of my need for family medical leave. With my second pregnancy I was diagnosed with hyperemesis gravidarum. I was on bed rest for about 11 weeks while pregnant. My job was maintained and I was still able to take maternity leave after my daughter was born. I lost about 25 lbs during my pregnancy and a growth was found on my liver. I don’t know what would have happened if I had to work through this crisis.” Erin Livensparger, Portland, CT
“My husband has heart failure, he is always in and out of the hospital, or visiting doctors . Sometimes he feels ok to drive by himself but most of the time I have to drive him, I take a lot of time from my job (not paid) to take him to his appointment, send him home then go back to work. It would be good if I was able to get paid when I leave work to take care of my husband because we live on his social security (he is disabled) and my paycheck.” – Nadia, CT
“I am very lucky that I have a wonderful husband who is employed full time and I could take maternity leave. However, 8 of the 14 weeks were unpaid time. Only 2 weeks were paid at my full salary; I luckily had banked 2 weeks of PTO. The next 4 weeks were paid at 60% of my salary by the short term disability offered by my employer. And so, I felt irrevocably forced back to my job. Work that I truly enjoy and find very rewarding.” Read the rest of Sarah A’s story here.
“I’m a single mother of four children. When one of my sons was 10 years old, he developed shingles. They covered his face and his chest. My son was in desperate need of care, so I used up my days off of work caring for him. He still needed care, so I stayed home even though I didn’t have any more days off allowed. Because of this I was fired from my job at a time when I desperately needed money to buy my son medicine and feed my family nutritious food so that my other children would not get sick. During this time, paid family medical leave would have been very helpful because I could have taken care of my son and kept my job.” -JoAnn Ndiaye, New Haven
“I work as a teacher in an affluent district here in central Connecticut. The way my school district handles maternity leave is the female employee must use all of her sick time during maternity leave. If she runs out of sick time before the allowed 6 or 8 weeks is up (depending on vaginal vs. cesarean delivery), she does not get paid for those remaining days/weeks. In addition, when the woman returns to work, she has zero sick days for the remainder of the year since all earned sick time is used during maternity leave.” Read the rest of Jessica’s story here.
“My employer, a small firm of under ten people, can’t afford to provide paid family leave for medical emergencies or for childbirth. While my wife was visiting family in California, she suffered an unexpected attack of acute intermittent porphyria (a rare genetic condition that leaves sufferers in debilitating, life-threatening levels of pain during an attack) and was hospitalized for a week. Our CEO and the rest of the company all insisted I fly out to be with her, and covered what tasks they could for me while I was at her hospital bedside for the week-long attack to run its course. I am fortunate that I could be with her during that time.
If I hadn’t still been working from afar my work would have kept piling up – and our company isn’t big enough to offer a benefit other than personal time off to use on this. I could have chosen to sacrifice my week of vacation time, but I had promised to take my wife on a trip out of the country. I didn’t want to deny her this much needed vacation, so I chose to work while I was at her side in the hospital, adding to my stress and having a detrimental effect on my work as well.” -Krishna Sampath, New Haven
“Up until a year before I had my first child, the company I worked for (20 people) had never employed a woman who had had a baby while employed there. The first woman to have a child while employed there pushed hard to get them to provide short-term disability (STD) coverage. We finally got this going a few months after she became pregnant, so she did not qualify. It was fully employee paid, the company did not contribute. I felt frustrated that they would only pay for 6 weeks whether it was a csection or a vaginal birth. I also felt frustrated that they would not start paying until the 8th business day. This ultimately made the 6 weeks of STD pay equal 4.5 weeks. It paid 60% of gross earnings.” Read the rest of Jenn’s story here.
“Last year I suffered an ACL tear during a weekend softball game. Suddenly I was facing a painful surgery and several weeks of recovery and rehabilitation. Additionally I was burdened with extreme discomfort and a lack of mobility for months following my surgery, making it very difficult to sit at a desk for hours a day. My company gave me 2 weeks paid medical leave and additional time off during my work days while I attended 2-3 sessions of physical therapy per week. I was allowed to leave work to work remotely on those days where the pain and swelling was severe.
Even with health insurance, therapy sessions can cost well over a hundred dollars a month. I can’t imagine how difficult mentally and financially it would have been had I been forced to deal with the stress of mounting medical bills while earning no income during my state of invalidity.” -John Dickhoff
“Children with Neurofibromatosis or other chronic illnesses are already fighting a long, terrifying battle. They need their mothers by their sides focusing on nothing but their care—not how they will pay the growing pile of bills.” Read the rest of Sara’s story here.
“My husband and I are the primary caretakers of our elderly mothers, both of whom are 94, and have a variety of physical and cognitive health issues you would expect for women of that age. My mother-in-law lived with us for a year until she broke her hip recently and had to move to an assisted living facility. I have medical Power of Attorney for my own mother, and my husband has medical and financial Power of Attorney, as well as conservatorship, of his mother. In addition, we have a child still living at home, and while he is in good health, he, too, has routine, but time-consuming, medical and dental appointments.” Read the rest of Christine’s story here.
“I’ve watched my sister struggle with chronic illness since the age of 10. I’ve seen the toll that illness has taken on her life and the challenges she’s had in caring for her needs while still working full-time. There have been times in her life when her illnesses have flared up and she’d struggle to just have the energy to get out of bed.” Read the rest of Michelle’s story here.
“Several years ago, my sister and I were caring for our parents. My mother has since passed and I continue to help my father. I feel a great deal of uncertainty due to the uncertainty of caring for an ailing elderly parent, especially someone who has a long-term illness. The associated level of time and energy needed from caregivers to maintain continuity of care was daunting, especially while attempting to sustain employment. As a caregiver, I became responsible for knowing my parents’ medical insurance, medication requirements, medical history, and current symptoms. These were in a constant state of flux, depending on my ailing parent’s care needed and other particular circumstances. The caregiver must tend to each of these needs, often in roles that they have never experienced before. In a matter of weeks, I was saddled with this situation, in addition to the daily family obligations of my spouse and children.” Read the rest of Betty’s story here.