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

If your employee needs to be absent from work 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 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.
• Accrued hours must be used in the following order (subject to applicable collectively bargained agreements): sick, personal holiday and vacation.

Once your employee’s leave is approved:

• The Leave Administration, Absence Management and Accommodations team will enter the 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.

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.