Leave of Absence

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Contact Usmailto:alberta.graham@sgmc.org?subject=LOA%20Question
Compassionate Leave PolicyLeave_of_Absence_files/Compassionate%20Leave.pdf
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FMLA PolicyLeave_of_Absence_files/FMLA%20Policy1.pdf
LOA PolicyLeave_of_Absence_files/Leave%20of%20Absence%20Policy1.pdf
 

Leave of Absence

Long Term Disability Summary Plan DocumentLeave_of_Absence_files/Long%20Term%20Disability%20Plan%20Summary.pdf

FMLA, IFMLA, and LOA are considered unpaid leaves.  However, you are required to use any Paid Time Off (PTO) or Sick Time that you have available each pay period. You must use your PTO up to your normally assigned work schedule. For example: If you are a 40 hour per week employee, you must use 40 hours of PTO for that week.

Compassionate LeaveLeave_of_Absence_files/Disability%20Policy%20Claim%20Form.pdf

SGMC’s Leave of Absence Policy provides a foundation for granting employees leaves of absence for medical , military training, educational or authorized personal reasons.


For detailed information on these policies, refer to the SGMC Intranet or use the policy links above.

Option #1 : Family Medical Leave of Absence (FMLA)

FMLA entitles employees to job-protected leave under certain circumstances.  To be eligible:

  1. 1.Must have been an employee at SGMC for 12 months.

  2. 2.Must have worked at least 1,250 hours for the past 12 months.

  3. 3.Leave must be for one of the following reasons:   

  4. Bullet  Birth of the employee’s child and/or to care for the newborn child;

  5. Bullet  Placement of a child with the employee for adoption or foster care or any related necessary activities;

  6. Bullet  A serious health condition that makes the employee unable to perform their job for more than 3 days;

  7. Bullet  Employee is needed to care for a child, spouse or parent who has a serious health condition.

Option #2 : Intermittent Family Medical Leave of Absence (IFMLA)

Intermittent FMLA has the same eligibility and qualifying reasons.  Intermittent FMLA is when an employee will not need to be out for a continuous amount of time. For example: Intermittent FMLA allows the employees to request to be out from work a half day once a week to take their child with a serious health condition to their weekly doctor’s appointments.

Option #3: Leave of Absence (LOA)

LOA is for employees who do not qualify or no longer qualify for FMLA or IFMLA.  To be eligible:

  1. 1.Must have been an employee at SGMC for 6 months.

  2. 2.Each request for LOA is considered on an individual basis.

  3. 3.Leave must be for one of the following reasons:   

  4. Bullet  Birth of the employee’s child and/or to care for the newborn child;

  5. Bullet  Placement of a child with the employee for adoption or foster care or any related necessary activities;

  6. Bullet  A serious health condition that makes the employee unable to perform their job for more than 3 days;

  7. Bullet  Employee is needed to care for a child, spouse or parent who has a serious health condition;

  8. Bullet  Education;

  9. Bullet  Military;

  10. Bullet  Unusual personal circumstances.

Compassionate Leave up to two (2) days off with pay may be granted in the event of a death in the employee’s immediate family, provided the time off occurs on a normally scheduled workday contiguous to the death or funeral.  The immediate family is defined as the employee’s:


  1. BulletSpouse                        

  2. BulletParents

  3. BulletGrandparents

  4. BulletStep-parents

  5. BulletChildren

  6. BulletStep-children

  7. BulletSiblings


If it is determined that a relationship who is very dear to the employee and has served as a mother, father, son or daughter to the employee these persons may be considered “immediate family” upon request and approval by the Director of Human Resources.

  1. BulletGrand-children

  2. BulletMother/Father-in-Law

  3. BulletBother/Sister-in-Law

  4. BulletSons/Daughters-in-Law

  5. BulletGrand-parents-in-Law

What are the different types of Leave?

Do I get paid while I’m on leave?

Can I keep my Benefits like Health Insurance while I’m on leave?

You are eligible to keep your payroll deducted benefits for up to 6 months if your premiums are paid.  If you do not have any PTO available and are not receiving a pay check, you will receive an invoice for those premiums.  After 6 months, your coverage will cancel and you will be offered COBRA for Health, Flex, Dental and Vision Insurance.  If you would like to extend your health insurance at the employee premium rate past the 6 month deadline, you must submit an appeal in writing to the Director of Human Resources.  These appeals will be considered on an individual basis.

Leave of Absence Frequently Asked Questions