Take a Leave to Care For a Family Member

If you are absent from work on a continuous or intermittent basis to care for a family member’s condition:

1. Notify your supervisor as soon as possible.
2. Speak to your manager/supervisor about departmental call-off procedures to report individual scheduled and unscheduled absences.
3. Contact Sedgwick to determine your leave options.

You must provide advance notice (not a call-off) in accordance with Human Resources and departmental policies for scheduled absences (e.g., scheduled care for a sick 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. You 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.

Sedgwick May Ask You to Provide Some of the Following Information:

• Personal — Name, address, phone number, SSN and job title
• Job — Workplace location and address, work schedule, supervisor’s name and phone number, and hire date
• Information about your leave — Last day worked, nature of the illness/absence; expected duration and frequency of absences and estimated return to work (if known)
• Information about your family member’s health care
  provider(s) — Name, address, and phone and fax number for each treating health care provider
• Authorization to release medical information (signature required)
• Health Care Provider Certification to be completed by your family member’s health care provider and submitted to Sedgwick in a timely manner

What You Can Expect from Sedgwick

• Sedgwick will contact you to acknowledge, authenticate and clarify your claim.
• Sedgwick may contact your family member’s health care provider to discuss medical information specifically related to your claim or leave.
• Sedgwick will contact the Leave Administration, Absence Management and Accommodations Department and your own manager/supervisor, as needed, to administer your claim or leave. Confidential medical information will not be shared with your manager/supervisor except for plan administration purposes such as return to work.
• Contact your Sedgwick case manager for more information.

Payment and Benefits Information

As long as you are receiving your accrued hours, your payroll checks will continue to be processed according to your payroll schedule. Scheduled deductions (taxes, benefit plan deductions, etc.) will continue to be withheld from these checks. You will be billed directly if you go into an unpaid status.

• Until your leave is approved:
  • Continue to report all absences to your manager.
  • Contact your supervisor to determine how accrued time will be entered into the Kronos system.
  • Accrued hours must be used in the following order (subject to applicable collectively bargained agreements): family sick, personal holiday and vacation.
• Once your leave is approved
  • The Leave Administration, Absence Management and Accommodations team will enter your time into Kronos.