Access Success LLC

M.I.A Cafe Lounge

Middlebury Comparion Insurance Agency

Pink Haus Nail Salon

Taylor Forsberg State Farm Agency

We Found It Thrift Store

*Joined December 6, 2024 to January 7, 2025

To advertise your business or organization in the February member marketplace and get premier placement for your company, contact David Huck at dhuck@waterburychamber.com or call 203-757-0701. Space is limited! $100 per ad.

Continuing more than a century of innovation in higher education, Post University, a leading on campus and online institution, today announced completion of its acquisition by a prominent, not-for-profit university – Universidad Andrés Bello (UNAB) – based in Santiago, Chile.

The acquisition will enable Post to expand its global presence and increasing opportunities for cultural and academic exchange, while continuing to deliver tailored degree offerings and personalized student services.

Importantly, the two institutions will continue to operate independently. Post University’s day-to-day operations, administrative and academic leadership, and the education offered both at the university’s main campus in Waterbury, CT and online will remain unchanged.

“This acquisition between two healthy, growing universities expands the possibilities for our entire community,” said John L. Hopkins, CEO and President of Post University. “Providing expanded educational opportunities for current students, while reimagining higher learning for the next generation, has always been central to our mission.”

UNAB shares Post University’s commitment to expanding access to learning on a global scale. Founded in 1988, UNAB boasts a standard of excellence among its students and faculty, ranking in the top 6% of universities across the globe. With an enrollment of more than 60,000, UNAB’s students can obtain undergraduate and graduate degrees in programs ranging from architecture and design, to business administration, engineering and information technology, to health sciences and hospitality. In total, UNAB offers 63 distinct undergraduate degrees, 38 master’s degrees and 15 doctoral programs.

“This announcement represents a great opportunity for both universities from the perspective of their development and global reach. We believe the future of higher education in a globalized society will be determined by announcements like this, where two universities that have similar educational projects, are empowered to generate better opportunities for their communities.” said Julio Castro, President of Universidad Andrés Bello.

This HR Corner is brought to you by Carmody Torrance Sandak & Hennessey LLP. Written by Attorney Vincent Farisello.

Major changes to Connecticut’s paid sick leave law became effective as of January 1, 2025, and apply to employers with at least 25 employees. The paid sick leave law will gradually expand coverage to employers with at least 11 employees on January 1, 2026, and to all employers with at least one employee on January 1, 2027.

The new law increases the rate at which covered employees accrue paid sick leave benefits, expands the reasons for which paid sick leave may be used, and expands the list of family members for whom a covered employee may take paid sick leave.

Reasons for Leave and Covered Family Members

The new law permits the use of paid sick leave for “family members,” applying the same definition of “family member” as Connecticut’s Family and Medical Leave Act. Family members include spouses, siblings, children, grandparents, grandchildren, and parents, as well as individuals who are “related to the employee by blood or affinity whose close association the employee shows to be equivalent of those family relationships.”

Employees will be permitted to take leave for the following reasons:

• An employee’s or employee’s family member’s: (1) illness, injury, or health condition; (2) medical diagnosis, care, or treatment of the employee or employee’s family member’s physical illness, injury or health condition; or (3) preventive medical care.
• Mental health wellness day.
• Closures of the employee’s workplace or family member’s school or place of care by order of a public official due to a public health emergency.
• In certain cases where an employee or employee’s family member has been exposed to a communicable illness.
• For certain reasons where an employee or employee’s family member is a victim of family violence or sexual assault.

Leave Accrual and Carryover

Covered employees accrue leave at the rate of one hour for every 30 hours worked up to 40 hours per benefit year.  Employees who accrue paid sick leave must be permitted to carryover up to 40 hours of unpaid sick leave from one year to the next unless employers “frontload” paid sick leave to covered employees. In such cases, employers are not required to allow carryover of unused time. 

For newly covered employers and employees, leave will begin to accrue (or be frontloaded) on January 1 of the year they become covered (i.e., 2025 for employers with at least 25 employees, 2026 for employers with at least 11 employees, and 2027 for employers with at least one employee).

Leave Availability for New Employees

New employees may use paid sick leave beginning on the 120th calendar day of their employment.  

Documentation

Employers are prohibited from requiring an employee to provide any documentation confirming that paid sick leave is being taken for a permitted purpose.

Takeaways

There are a number of other provisions of the new law, including expanded employee protections and significant changes to employer and employee notice requirements.

It is critical for employers to review their policies and handbooks for compliance and ensure that they are updated as needed. Even employers that already offer 40 hours of paid time off to their employees or those whose policies comply with the current law must review and update their policies to ensure compliance with the many changes under the new law.

This information is for educational purposes only to provide general information and a general understanding of the law. It does not constitute legal advice and does not establish any attorney-client relationship.

The Northwest Construction Careers Initiative

NCCI — The Northwest Construction Careers Initiative — offers Northwest Connecticut residents the opportunity to pursue a career in the construction and building trades. Job training and employment possibilities include: 

• OSHA 10, OSHA 30, and Hazwoper certifications
• CORE Curriculum, which includes HVAC, Plumbing and Electrical.

Orientation sessions are held each Thursday at 249 Thomaston Avenue in Waterbury, CT beginning at 10AM. You do not need to RSVP to attend, but you will need to be on time to participate. 

Healthcare training program

The NRWIB is currently offering training opportunities in the following fields:

• Patient Care Technician
• Central Sterile Processing
• Emergency Medical Technician
• Certified Nurse’s Aide
• Community Health Worker

CT WHISP Program

Connecticut Workforce & High-Tech Industry Skills Partnership (CTWhisp) Program offers a variety of IT career training at schools such as Naugatuck Valley Community College and Patrick’s Academy.

Naugatuck Valley Community College in partnership with the Northwest Regional Workforce Investment Board is offering grant-funded, short-term (15 weeks), IT course clusters aligned with industry certifications and supportive services. Clusters include Networking, Programming, Systems, Software and Project Management. Each IT cluster has been mapped to Microsoft and/or CompTIA certifications. The course clusters are offered free of charge to eligible CTWHISP participants. Additional services include enrollment assistance, academic advising, and employment services. In addition to gaining skills and stackable credentials, participants at NVCC will earn between 9-12 college credits that may be used towards a degree.