Take a Leave to Care For a Family Member

If your employee needs to be absent from work on a continuous or intermittent basis to care for a family member’s serious health condition:

1. The employee must notify you at least 30 days prior to the start of the absence or as soon as possible if it was unforeseen.
2. The employee must provide advanced notice (not a call-off) in accordance with Human Resources and departmental policies for scheduled absences (e.g., weekly care for a family member or a scheduled appointment).

Types of Family Care

Family care may be continuousLeave taken for consecutive days through the entire period between the leave begin and leave end dates or intermittentLeave taken in intervals between the leave begin and leave end dates, where the employee is expected to work except when unable to work due to the leave. An employee may take time off to provide:

• Physical care for a family member who is unable to provide for his/her basic medical, hygienic or nutritional needs; safety; or who is unable to transport himself/herself to the doctor.
• Psychological care, comfort or reassurance beneficial to a child, spouse or parent with a serious health condition who is receiving inpatient or home care.
• Substitute care for others who normally care for the family member.

How the Employee Will Be Paid

• Until you are notified that your employee’s leave has been approved:
• The employee must continue to report all absences to you (and Sedgwick).
• You or your designated timekeeper will enter the employee’s accrued time into the Kronos system (subject to applicable collectively bargained agreements): An employee may use five days of their accrued Extended Illness Bank (EIB) time to care for a qualifying family member. Any additional time off to care for a family member will require the use of accrued paid time off.

• Once your employee’s leave is approved:
• Continue to enter the accrued hours (paid time off and EIB, if applicable) into Kronos until exhaustion, after which the employee is unpaid.
• Upon your employee’s return to work, you must confirm return-to-work status to Sedgwick.