This policy is compliant with the federal Family Medical Leave Act.

Eligibility

Employees are eligible for FMLA leave if they have been employed for at least one (1) year and have worked at least 1,250 hours over the previous twelve (12) months. Eligible employees may take up to a total of twelve (12) workweeks of leave in a rolling 12-month period for the following reasons:

1. For the employee’s own serious health condition
2. To care for the employee’s spouse, child, or parent with a serious health condition
3. For pregnancy, prenatal medical care or child birth
4. To care for the employee’s child after birth, placement for adoption, or foster care placement
5. For an employee’s ‘qualifying exigency’ resulting from the fact that the employee’s spouse, parent, son, or daughter Is a member of a reserve component of the Armed Forces and is deployed under a call or order to active duty.

​Please see Bronson's policy D-100 for details not listed regarding serious health condition, eligible family members, and military eligibility.​​

Not sure you qualify? We encourage you to apply anyway. Contact Sedgwick at 1-855-577-6803 or visit timeoff.sedgwick.com.

Pay During FMLA

Although FMLA leave is unpaid, employees may have access to pay during an approved FMLA leave through paid benefits such as PTO, workers compensation benefits,  and/or short-term disability​ benefits. Employees are required to use their available PTO during FMLA leave unless the employee is receiving short-term disability or worker’s compensation pay. Regardless, all time off for a reason that is qualified as FMLA leave will be counted against employees’ FMLA entitlement. This means that FMLA leave will happen at the same time as any available paid benefits.​

Benefits Coverage During FMLA
Your benefits coverage will remain active while on an approved leave of absence. Benefit premiums (paycheck deductions) will be collected if you have PTO to use, disability payments, or any other earnings while on leave. If at any point you do not have earnings, such as a zero-dollar check, benefit premiums will be owed when you return to work, collected in installments.

Please review the FMLA Documents tab and Links for more details not listed here.​