Employee Resources

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Employee Assistance Program

The Lexington Group, Inc.

The City of New Haven is excited to introduce you to The Lexington Group, Inc. your new Employee Assistance Program (EAP) effective on March 1st, 2026. We are The Lexington Group, Inc. Employee Assistance Program (EAP) and we provide confidential, 24/7 support for employees and their family members, focusing on mental health, work-life balance, and professional counseling. We offer face-to-face or video counseling services to assist employees in identifying and resolving personal problems.

Examples include, but are not limited to, marriage and family issues, job stress, alcohol and drug abuse, depression and other emotional concerns. The Lexington Group, Inc. services also include referral resources for legal, financial, eldercare, and childcare through the Life Care program.

Because employee lives may be affected by problems with a spouse or other family members, this program is extended to immediate household family members as well. You or your household family members may contact your EAP directly at any time. No matter what your situation, any assistance you seek through the EAP is held in the strictest confidence. Involvement will not jeopardize your job security, future promotional opportunities or reputation.
Please call The Lexington Group, Inc. 24/7 for immediate and confidential access at:
1-800-676 HELP (4357) / 1-800-955-8399 TTY
The Lexington Group, Inc. also offers resources and information on our website:
www.The-Lexington-Group.com

View more information

Employee Self Service (ESS)

Employee Self Service Handbook
Address changes can be made immediately by you, by using the Employee Self Service. Employees may utilize the Employee Self Service menu of MUNIS to access your payroll and tax information. You will have access to the Employee Self Service website from any internet connected computer by simply opening your internet browser and navigating to www.newhavenct.munisselfservice.com.

Your login name will be your first initial followed by your last name and then your last 4 digits of their Social Security number. (Example; John Smith with a SS# of 012-34-5678 would have a user name of jsmith5678).

Your temporary password will be your last four digits of your Social Security Number (example in this case for John Smith it would be 5678). Each user will be prompted to change their password upon their initial login to the employee self service website using the following rules.

Password Rules

Passwords must be at least 6 characters long
Passwords must contain at least one upper case and at least one lowercase letter
Passwords must contain at least one number
Passwords expire every 6 months - at which time you will be forced to change your password
again

Remember to set up a “Password Hint” each time you change your password.

Once you gain access to the website you will be able to view the personal information we currently have on file for you. If your personal information is incorrect you will be able to make all necessary changes yourself right on the website.

You will also be able to view payroll information including your current tax status, view copies of previous paychecks, year to date earnings and deductions and W-2 and W-4 information. Additional options will be added in the future!

Please make a note of user I.D. and password so that you can re-visit the site on a regular basis. If you have trouble logging in the system will lock out your account after 10 unsuccessful attempts to log into the system with incorrect user / password combinations. If your account is locked out or you have password problems please contact the ESS Help Desk by email at ESSpassword@newhavenct.gov and please provide your name, a phone number that you can be reached at and a brief description of the problem. Your account will be unlocked and/or you will be contacted within 7 business days.

FMLA and LOA

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

Twelve workweeks of leave in a 12-month period for:
1. the birth of a child and to care for the newborn child within one year of birth;
2. the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
3. to care for the employee’s spouse, child, or parent who has a serious health condition;
4. a serious health condition that makes the employee unable to perform the essential functions of his or her job;
5. any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or
Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Please note that employees of a municipality are not eligible to participate in the Connecticut Paid Leave program.

Forms & Documents:

Short Term Disability

Eligible employees may be covered by a short term disability policy described in their union contract. Disability benefits are designed to provide cash income to any employee who is totally disabled by a non-job related injury or illness, and is therefore prevented from performing the duties of his or her occupation.

When should I report a Short Term Disability (STD) claim?
Report a claim as soon as you believe your absence from work may extend beyond over seven calendar days. You may report a claim up to four weeks in advance of a planned disability absence, such as childbirth or scheduled surgery.

What number do I call to initiate the claim process?
Please call The Standard’s Disability Claim Reporting Service at 800-378-2395 to report a claim.

FAQs and Authorization Form

Pregnant Workers Fairness Act (PWFA)

The Pregnant Workers Fairness Act, a federal law, went into effect on June 27, 2023. This law provides access to time off of job modifications if necessary to continue working while pregnant. It also provides employees with the right to request and receive reasonable accommodation for pre- and post-partum conditions related to pregnancy, such as infertility and lactation. The PWFA is modeled after the Americans with Disabilities Act.

Employees of the City of New Haven will find more information and can request accommodations under the PWFA by completing the application at the link below. This application is sent directly to the Department of Services for Persons with Disabilities.

For questions related to the PWFA, contact the Department of Services for Persons with Disabilities by calling (203) 946-7651 or by emailing Gretchen Knauff at gknauff@newhavenct,gov.

To learn more, also visit the City's PWFA page HERE.

For City Employees requesting accommodation under the PWFA, visit PWFA ACCOMMODATION REQUEST FORM.

Employee Commuting

Review alternative transportation options HERE.

Explore the many ways to get to work by visiting goNewHavengo. Resources for commuters include useful tools for those looking to travel by:

Walking
Paratransit
Bike Carpool/Vanpool
Bus
Zipcar
Train
Electric Vehicles

Did you know there are monthly events for cyclists? How about this: you can purchase bus passes online, and you may be eligible to receive 10 free bus passes? Did you know about the free shuttle from Union Station to the New Haven Green?

Information on these, as well as route maps, bike shops, advocacy groups, transit schedules, and more can all be accessed at www.gonhgo.org. Also check out www.ctrides.com resources for enrollment in their rewards program!

Employee Parking/Downtown

Members of some Bargaining Units may be eligible for discounted parking downtown. Refer to your union contract for more details on eligibility and requirements. For questions related to locations and waitlists, please refer to the website or call the finance department at 203-946-7523 or at keycard@nhparking.com.

Visit Park New Haven for a map of downtown parking areas.

Employee Bike Garage

Employees who ride their bicycles to work at the Government Center may utilize the Employee Bike Garage at 200 Orange Street. Here, you can secure your bike out of the elements, and perform minor repairs with basic tools. Look for the monthly Bike-To-Work-Breakfasts held in the downtown area each month. Parking is first come, first serve, and it is recommended that you secure your bicycle with a lock. For card access, ask your Supervisor to contact the CAO.

Employee ID’s & Key Cards

Most employees are issued an identification badge and key card within their first several days of work. The card will be issued at the Department of Human Resources. The fee for replacing lost, stolen, or destroyed cards will be $20.00. Contact Human Resources to schedule an appointment for a reissue.

Educational Reimbursement

Members of some Bargaining Units may be eligible for educational assistance. Refer to your Union Contract for more details on eligibility, requirements, and allowable expenses. Download form here

Employee Wellness

The mission of our Wellness team is to improve the lives of city employees and their families by cultivating a workplace culture of wellness that decreases health care costs and increases employee recruitment, retention, and morale.

Our Employee Wellness offers in-person and virtual classes, newsletters, health screenings, health coaching, special events, and much more.

For information on the City's Employee Wellness program, please visit their page HERE.

Employee Teleworking

Some positions may allow for Teleworking or Remote work. A remote work schedule may generally include a combination of days working remotely and days working in office, and is determined on a case-by-case basis by the Department Head.

Interested Employees must complete the digital Teleworking / Remote Work Details and Approval Form, receive necessary approvals, and adhere to guidelines set forth in the Teleworking / Remote Work Policy.

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