The Federal Family and Medical Leave Act, or FMLA, is designed to provide you with up to 12 weeks of unpaid leave in any 12-month period for the following reasons:
- For your own serious health condition that keeps you from doing your job
- To care for a child, spouse, or parent with a serious health condition
- For the birth of a child or placement of a child for adoption or foster care
- To deal with certain arrangements when your spouse, son, daughter, or parent is serving in the military and deployed to a foreign country.
conditions:
- Have at least 12 months or 52 weeks of service. Separate periods will count as one as long as the break is seven years or less (break in service rules do not apply to National Guard or Reserve military status).
- Have worked at least 1,250 hours during the 12-month period immediately before the date when the leave is to begin. Time spent on paid or unpaid leave is not counted as part of the 1,250 hours.
- Work where 50 or more employees are employed by the company within 75 miles of the office/worksite.
- Haven’t exhausted a total of 12 weeks of FMLA in the most recent 12 months.
You should provide updates to your manager about the status of your leave and return to work plans. However, you should not be working while out on leave, so please do not email or participate in conference calls. You are not required to share medical information with your manager.
If you’re approved for intermittent leave and have pre-approved time off with your manager, you must contact The Hartford within 3 days of each occurrence. Also, the time that you take has to fall within the approved frequency and duration as requested by your physician. For example: 2 times per month, 2 days each time. If you are requesting time off that falls outside of what was approved, you will need to provide additional documentation from your physician to The Hartford that supports your request. Failure to report your intermittent time taken with The Hartford in a timely manner may result in corrective action.
Employees, at their discretion, may use accrued PTO during any period of unpaid leave. If you would like to use PTO while on leave, you will need to enter a PTO request within Workday. Once you have entered the PTO request, your manager will need to review and approve your request. You and your manager will have the ability to edit your timecard as necessary. Please ensure you enter your PTO request before the pay period ends.
You may, at your discretion, use accrued PTO during any period of unpaid leave. The company will follow all relevant federal, state and local laws with regard to the required use and accrual of PTO during a leave of absence.
You and your manager have the ability to update your timecard before the pay period closes. You may access it directly by going to this link and logging in.
- Use the direct login link: https://wd5.myworkday.com/corelogic/
- Your login information will be your current Employee ID and password to Workday.
- fReset your password and you may or may not need to set up security questions if it is your first time logging in.
Deductions for your benefits coverage will continue as long as you are receiving a paycheck from the company. The company will pay its share of premiums for coverage during a qualified leave and you will be responsible for paying your share of the premiums upon your return to work. The company will collect outstanding premiums owed through payroll deductions. The deductions will not exceed twice your normal bi-weekly premiums.
Yes. Certain types of leave may be taken even if you are not disabled, for example, a military leave of absence.
You will receive weekly checks via regular U.S. mail from The Hartford once your disability claim has been approved. You will have the option to receive your Short-Term Disability payments via check, direct deposit or on The Hartford’s prepaid debit card.
Yes. The basic benefits (employer paid) are taxable. The following describes how the taxation works for each of the disability benefit options:
Short-Term Disability – STD benefit payments are considered taxable wages and will have FICA taxes withheld along with Federal and State income taxes. Federal and State income taxes will default to a withholding rate of S/0 unless a signed W-4 form is received by The Hartford. The Hartford will include a W-4 form within the initial new claim packet. At the end of the year The Hartford will provide a W-2 for all benefits paid while on disability.
Long-Term Disability – LTD benefit payments are considered taxable wages and will automatically have FICA taxes withheld for the first 6 full months following your last date worked. Federal and State income taxes are a voluntary withholding and The Hartford will not withhold any Federal or State income tax unless a signed W-4s form is received. The Hartford will include a W-4s form within the initial new claim packet. At the end of the year The Hartford will provide a W-2 for all benefits paid while on disability. Additionally, we recommend consulting your tax advisor about any personal tax obligations.
If you live in a state that offers disability pay, paid family leave or new-child bonding leave, make sure you contact the state directly to understand how to file a claim. Helpful links and contact information are included below:
California State Disability Insurance or Paid Family Leave
1-800-480-3287 or
http://www.edd.ca.gov/ New Jersey Temporary Disability Benefits or Paid Family Leave
1-609-292-7060 or
http://lwd.dol.state.nj.us/labor Rhode Island Disability Insurance
1-401-462-8420 or
www.dlt.state.ri.us/tdi
Disability benefit payments may be fully or partially integrated with PTO or The Hartford disability payments. You may not receive more than 100% of your base weekly earnings and you may be subject to recovery for the amounts over 100% of base salary. The Hartford’s short term disability payment will be reduced by the amount of state benefit you are eligible for or are currently receiving. If the state benefit amount is greater that the allowable short term benefit amount, a weekly minimum benefit may be payable.
No. If you are on a leave of absence, you will not be paid for any company-designated holidays.
A salary adjustment that has an effective date prior to your leave will be implemented prior to your leave. Any salary adjustments with an effective date after your leave will be applied when return from leave.
Notify your manager and The Hartford. The Company may approve an accommodation to prior to your return date to extend your leave, however you must take action and complete and submit an Accommodation Request Form. Accommodation requests should be sent directly to The Hartford, within specified timeframes. Contact The Hartford to learn more about the process and action you must take.
In general, if you are out of work for a personal medical situation, have been released to work without any restrictions and you have confirmed your return to work date with The Hartford, a return to work certification is not required. If you are released to work with restrictions or if you return earlier than the date specified in your last doctor’s note, you will need to provide documentation to The Hartford from your healthcare provider.
* Please see the Company’s handbook for further details.