The bill H.33 seeks to enhance access to unpaid family and medical leave in Vermont, providing job protection for employees who require time off due to domestic violence, sexual assault, stalking, bereavement, and other qualifying exigencies. It aims to remove barriers for LGBTQ+ families in accessing caregiving leave and introduces new reporting requirements to assess the impact of these changes. Key amendments include the introduction of definitions for terms such as bereavement leave, domestic partner, safe leave, and qualifying exigency, while also expanding the definition of family members eligible for leave and allowing employees to use up to two weeks of their 12-week leave for bereavement.

Additionally, the bill modifies existing laws regarding employee leave, ensuring that collective bargaining agreements or employment benefit programs cannot undermine the rights established in this subchapter. It allows employees to waive their rights under certain conditions and requires those who do not return to their employer after taking leave for reasons other than serious health conditions or safe leave to repay any compensation received during the leave. The bill also introduces provisions for short-term family leave, enabling employees to take unpaid leave for various family-related activities and court proceedings related to abuse or stalking. The Commissioner of Labor is tasked with adopting rules for tracking and reporting leave usage, with a focus on diverse family structures and identifying barriers to accessing leave. The act is set to take effect on July 1, 2025.

Statutes affected:
As Introduced: 21-471, 21-472, 21-472a, 21-472c