Take a Leave to Care For Employee’s Own Serious Health Condition

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

1. Expect the employee to notify you at least 30 days prior to the start of the absence or as soon as possible if it was unforeseen.
2. Enforce your departmental call-off procedure, in addition to requiring the employee to contact Sedgwick.
3. Help yourself and UChicago Medicine Ingalls Memorial by being cautious with your employees requesting time off:

• Don’t ask for any medical information.
• Refer employees to Sedgwick if it sounds anything like a leave of absence.
• Create and apply call-off procedures for scheduled and unscheduled absences.

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 a designated timekeeper will enter time into the Kronos system in the following order (subject to applicable collectively bargained agreements): paid time off (first 24 hours), Extended Illness Bank (EIB), and the remaining 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, and then the Leave Administration, Absence Management and Accommodations team will enter what the employee is owed from short-term disability.
• Upon your employee’s return to work, you must confirm return-to-work status to Sedgwick.

What does an employee have to do if he/she is taking FMLA intermittently?

An employee who is approved for FMLA leave on an intermittent basis is permitted to take time off for scheduled and unscheduled reasons within the estimated frequency and duration of their intermittent leave. For each intermittent absence, the employee must follow your departmental procedure to report the absence AND report the absence to Sedgwick within two days of the actual absence.