We are here to support you along the way. Before you get started here are
some important things to know:
The Family Medical Leave Act (FMLA) provides eligible workers with 12 weeks
of unpaid, job-protected leave per year for their own personal medical
condition, to care for a family member, and to bond with their newborn,
newly adopted or foster child.
Leaves dictated by state law, company policy, and/or a collective bargaining
agreement (CBA) generally run concurrently with FMLA.
Federal and state leaves are generally available on a continuous or intermittent
basis. Each leave has specific rules on how this time must be taken and
whether or not core leader approval is required.
The specific leave types and length you are eligible will depend on your
length of employment, the number of hours you worked in the last 12 months,
previous leaves, the state you work in, etc. Information provided here
is intended for general reference and is not a guarantee of benefits.
To learn more about your eligibility for leave, call Sedgwick or visit
the resource site for your state, if applicable.
For absences of three days or more (or intermittent absences), request
a leave through Sedgwick:
Step 1: Contact Sedgwick, our leave administrator, by phone or through the Sedgwick
website. Request a disability leave or leave of absence as soon as possible.
For a scheduled leave – such as a planned surgery or birth –
it is always best to call before the leave begins.
Step 2: Notify your core leader. All subsequent absences under an intermittent
leave must be reported to both Sedgwick and your core leader.
Step 3: Provide required information and forms to Sedgwick.
Sedgwick will set up the appropriate claim and assign a specialist to your
case. Required forms will be sent to you and your health care provider
to complete. Return the completed forms to Sedgwick as soon as possible
to avoid delays.
Your assigned Sedgwick specialist will reach out to you within 24 hours
to discuss the process and obtain additional information. Your core leader
and health care provider will also be contacted to gather any required
information.
Sedgwick will confirm eligibility, make an approval decision and manage
your claim through your return to work or leave exhaustion.
Report any intermittent absences on the same day you miss work by phone
or through Sedgwick’s online claim system.
Your core leader will receive regular email updates on your claim status.
You are responsible to code your timecard with paid time off (PTO) for
any vacation, holiday or incidental absences. You are also responsible
for coding PTO (or unpaid time) for intermittent absences under an approved leave.
For continuous leaves, Sedgwick will manage timecard coding for caregivers
eligible for the short-term disability, maternity/pregnancy, and paid
parental leave programs. All other caregivers should code their timecards
according to local policy.
Note: If your disability extends beyond 26 weeks, you may qualify for long-term
disability benefits. Sedgwick will automatically refer your leave information
to the long-term disability carrier, NY Life , for review and processing.
NY Life will reach out to you to discuss this benefit in detail. You can
also contact NY Life directly.
NY Life Phone:
877-827-6890(weekdays 6 a.m. to 6 p.m. Pacific Standard Time)
Returning to work
Before you return to work, you or your health care provider should submit
a completed medical return-to-work release form to Sedgwick, ideally 48
hours or more prior to your return-to-work date. If restrictions are outlined
by your provider, discuss these with Sedgwick, your core leader, and/or
Human Resources to determine if accommodation is available.
Contact Sedgwick on your first day back to work. Let them know if you are
working with or without restrictions.
What to expect when you call Sedgwick
When you call Sedgwick, the intake specialist may ask or confirm some basic
information about your need for time away from work:
Job: Work location/address, work schedule, job title and core leader’s
name and phone number.
Injury/illness: First date of disability, last date worked, expected return-to-work date
and nature of the injury or illness.
Health care provider: Name, address, phone number and fax number for each of your treating providers.
Medical condition/treatment: Treatment plan and, as applicable, tests or procedures performed, medications
and dosage, type of surgery if required and next appointment.
Time away may also be available for jury or witness duty and bereavement.
Contact your core leader to request these absence types (they are not
managed through Sedgwick).
If you work in a state with a state disability insurance (SDI) and/or paid
family leave (PFL) program
Caregivers who work in a state with SDI and/or PFL ( CA or WA), are required
to apply for benefits through the state. Short-term disability and/or
Paid Family Leave pay will be reduced by state-administered benefit amounts.
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