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U.S. Leave of Absence Program(Informational Guide)
• Wesco’s Leave of Absence Program
• Common Leave Requests
• Overview of Family Medical Leave
• Intermittent Leave
• Leave of Absence Management Process
• Tools and Resources
• Roles & Responsibilities
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Program features
Wesco’s Leave of Absence Program
Wesco’s Leave of Absence Program is administered by Lincoln Financial Group (LFG).
• The program includes:
– Federal and State Leaves including, but not limited to:
• Family Medical Leave Act
• California Family Rights Act
• Pregnancy Disability Leave
• Military Leave
• Military Caregiver Leave
– Personal Leave (Medical and Non-Medical)
– Disability Claims
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➢ Common Leave Requests
Common Leave Requests
• Employee’s Own Serious Health Condition
• Care of a Family Member’s Own Serious Health Condition
• Birth of a Child, Adoption, or Foster Care
• Pregnancy Disability
• Military Orders, Training, or Deployment
• Care for Injured Service Member
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➢ Overview: Family Medical Leave
What is FMLA?
The Family Medical Leave Act (FMLA) is a federal law that provides a maximum of 12 weeks of leave within a rolling 12 month period.
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FML Eligibility
• Worked for Wesco for 12 months (need not be consecutive) and has met 1,250 hours within 12 months preceding a leave request
FML can be used for:
• Birth of a child, Adoption, Foster care
• Baby bonding
• Serious health condition for self, parent, or spouse/Domestic Partner
• An employee’s parent, child, or spouse called to active duty to a foreign country
• Care for Injured Service MemberFMLA runs concurrent with the following state leaves:
• Pregnancy Disability Leave (PDL)
• CFRA (CA only)
• Workers Compensation
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What is NOT a Serious Health Condition?
Common Cold
Flu
Earaches
Upset Stomach
Headaches (Excluding Migraines)
Routine Dental Treatment
➢ Intermittent Leave
Intermittent Leave of Absence Management
An employee may be eligible for leave intermittently for his or her own serious health condition or to care for a family member’s serious health as defined by leave laws.
• Intermittent leaves must be reported to Lincoln Financial and certified.
• Intermittent occurrences must be reported within 2 business days of the absence.
• Employees must follow Wesco’s internal time-off reporting procedures.
• The smallest increment of intermittent time that may be reported is 15 minutes.
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➢ Leave of Absence Management Process
Contact-
• Lincoln Financial and report new leave requests within 30-days prior to requested time off at:
— Phone: 1-800-423-2765
— Web: www.LincolnFinancial.com
Paperwork-
• Complete and submit documentation within specified timeframes.
• Follow the company’s reporting procedures for time-off requests.
Communication-
• Inform your manager and HRBP of your status and intent to return to work.
• Inform Lincoln Financial of return to work date or if any circumstances of the leave change.
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Employees Reporting a Leave of Absence
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Leave Initiation Process (Example of Medical Leave)
Employee contacts LFG to request a
leave of absence.
Leave review initiated by
LFG
Certification reminder sent to employee
by LFG
Certification submission deadline to
LFG
A determination
will be rendered based on
certification
Day 1
Day 1-5
Day 10
Day 15
Pay During a Leave
• Leave of absences are unpaid. Employees may substitute unused vacation, sick, or personal time.
• To request unused vacation, sick, or personal time, please contact your manager to input time requests through the ADP E-time system or contact the Payroll Department at payroll@wescoair.com
Information is Wesco Aircraft Proprietary and Confidential 14
Percentage of Disability Pay and Provider Information
Type Length Wages
State Disability Ins. (SDI)
Varies by state 55%
Short-Term Disability (STD)
25 week maximum 60%*
Long-Term Disability (LTD)
6 month waiting period (Benefit to age 65)
60% up to $10,000/month
Paid Family Leave Ins. (CA State)
6 week maximum 55%
*Short-Term Disability is offset by State Disability Insurance. Maximum benefit is 60%
Benefits During a Leave
The federal regulations require that coverage under Wesco’s group health plan continue as if an employee were actively at work. To maintain healthcare coverage, please refer to the following:
Timely Premium Payment
• Employees are required to submit premium payments within 15 days from the due date.
Health Insurance Payments
• Submit check or money order, made payable to Wesco Aircraft, Attn., HR-Benefits, 24911 Ave. Stanford, Valencia, CA 91355.
Qualifying Events
• Employees can add or remove dependents during a qualifying life event, which are: marriage, divorce, death, loss of coverage, birth, or adoption of a child.
Information is Wesco Aircraft Proprietary and Confidential 15
Return to Work Process
Employees must be cleared by Lincoln Financial Group. If an employee has work restrictions and/or requires accommodations, Lincoln Financial and HR –Benefits MUST review the requested accommodations prior to the return to work date.
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Contact Lincoln Financial (All Leaves)
• Employee MUST contact Lincoln with intent to return to work
Non-Medical Leaves
• Lincoln will communicate anticipated return to work date.
• HR-Benefits will work with Manager & HRBP to confirm employee returned to work.
Modified Duties Certification (Employee’s own serious health condition)
• A doctors note indicating job restrictions MUST be approved prior to returning to work.
Fitness for Duty Certification (Employee’s own serious health condition)
• This clears an employee to return to work with no restrictions.
ADP E-time (All Leaves)
• Employees must NOT clock in unless proper release is received .
➢ Tools and Resources
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Register at LincolnFinancial.com
• To access the mobile application, first register at www.LincolnFinancial.com
• Click on ‘Log In/Register’ to begin the process
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Registration - Continued
• Click on ‘Group Insurance Policy/Certificate’
• Complete the registration process, which includes:
– Creating your account name and password
– Setting your login and security information
– Review Protected Health Information (PHI) notification
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Accessing the Portal (24/7)
• Log in at www.LincolnFinancial.com or via the Mobile app to view and manage your claim.
• Employees and the HR-Benefits department can access the following:– Reporting a new absence claim – Checking the status of an existing absence claim – Adding intermittent time – Entering a return to work date
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Accessing the Mobile Application
• Go to the App Store or Google play
• Search for Lincoln Financial Group
• Locate Lincoln Financial Mobile
– It will also say Lincoln Financial Group below the title
–You will see the silhouette of Abraham Lincoln with the words “My Accounts” below the image
–Click Install to get started
• To view, initiate, and manage absence claims, select ‘Absence Claims’
– To initiate a new claim
• Select ‘New Absence Claim’, and select a new absence request
– To view claim details
• Select corresponding absence claim number
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Viewing and Initiating Claims
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Help and Support
Give Lincoln Financial a call!
• Report an absence, ask a question, etc.
• Ph. (800) 423-2765
• Identify yourself as an Insured
• Enter your SSN
• Available 7:00 AM – 7:00 PM (CST), Monday – Thursday
• Available 7:00 AM – 5:00 PM (CST) Friday
Visit Lincoln Financial on the Web!
• Available at www.LincolnFinancial.com(24/7/365)
• Report an absence, check the status of a leave of absence request, run a report, etc.
Help and Support
• Select ‘Help and Support’ from the home screen to view LFG’s contact.
• Contact information includes:
• Email address / Phone number / Fax #
➢ Health Insurance Portability Act (HIPAA)
What is the Health Insurance Portability and Accountability Act?
It is a federal regulation that safeguards health care recipients' personal health information
HIPAA does the following:• Limits employer plans to exclude coverage for preexisting conditions.
• Provides additional opportunities to enroll in a group health plan if you lose other coverage or experience certain life events.
• Protects medical records including health factors, prior medical conditions, previous claims and genetic information.
• HIPAA information is private and MUST be kept confidential at all times.
• Any HIPPA information may NOT be discussed with other employees.
Understanding HIPAA
THANK YOU
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