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 a designated timekeeper will enter time 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 employee’s leave is approved:
• The Leave Administration, Absence Management and Accommodations team will enter your employee’s time into Kronos.
• Upon your employee’s return to work, you must confirm return to work status to Sedgwick AND resume entering time for your employee.