Leaves of absence

Leaves of absence

There are many reasons why a teammate may need to take a leave of absence. From sick leave, to adoption, to military duty, and more—TIH is committed to giving our teammates peace of mind during extended leaves. 

Eligibility

All regular teammates1 are eligible for TIH’s leave of absence program. Further eligibility is described below under each leave of absence below.

TIH Leaves of Absence Guide

Maternity and parental leave and time off

Medical leave of absence

A leave of absence may be granted to an eligible teammate for conditions caused by disease or illness for you or a qualified family member, or injury to you or a qualified family member. A physician must certify the teammate is unable to safely perform the essential functions of the job, with or without reasonable accommodation, or the teammate's need to care for a family member.

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The leave continues until such time as the teammate is able to return to work. TIH requires certification of a teammate’s continuing illness or ability to return to work. If the illness is not certified as a disabling condition by TIH’s disability plan, the medical leave may be terminated, and employment may be terminated if the teammate does not submit a return to work certification. Medical leaves of absence run concurrently with Family and Medical Leave Act (FMLA) or any other job-protected entitlements.

The first 10 business days of absence are covered by the teammate’s sick pay. Starting on the 11th business day, the teammate is placed on a leave of absence. 

Any regular teammate1 is eligible for an additional 30 paid sick leave of absence days. Teammates disabled due to child birth are eligible for an additional 50 paid sick leave of absence days (a total of 10 weeks). Sick leave of absence days may be taken only in full-day increments and used only while on leave of absence. 

If a teammate exhausts all of their available sick leave of absence days and must continue to be away from work due to personal illness, the teammate’s absence may be paid under the terms of the disability program at the rate selected during the teammate’s benefits enrollment, if approved by TIH’s disability insurance carrier.

Any regular teammate1 with scheduled weekly hours in Workday of less than 20 hours per week per week is eligible to continue using any accrued sick pay while on medical leave of absence under the terms of the sick pay program. After sick pay ends, the teammate’s medical leave of absence is unpaid.

Personal leave of absence

An unpaid personal leave of absence may be granted to a teammate to attend to certain personal matters. A personal leave of absence request requires approval by a business unit manager and Human Resources.

Military or uniformed services leave of absence

A military or uniformed services leave of absence with reemployment rights is granted to any teammate who provides service in the uniformed services for a period of not more than five years (in accordance with the Uniformed Services Employment and Reemployment Rights Act [USERRA]); some limited types of service do not count toward the five-year limitation.

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Upon completion of the service, provided there is no disqualifying separation from service, and timely notice of intent to return to work, a teammate is restored to the job and benefits they would have attained if the teammate had not been absent due to uniformed service or, in some cases, a comparable job, as required under USERRA. The time limits for a teammate returning to work depend on the duration of a person’s uniformed service and other applicable considerations under USERRA.

If your military pay is less than your regular TIH pay, TIH will supplement the difference between your base pay and your military pay for the following 344 calendar days.

TIH supports involuntarily activated guardsmen and reservists by paying the regular base pay of the teammate for the first 21 calendar days of duty. If your military pay is greater than your regular TIH pay, then your military leave is unpaid after your military service time is exhausted. After the first 21 calendar days of duty, if military or uniformed services base pay does not amount to as much as the teammate’s regular base pay, TIH supplements the difference for the following 344 calendar days.

TIH pay is adjusted each pay period during the 358 calendar days to reflect the teammate’s military or uniformed services base pay offset. Total military or uniformed services leave pay does not exceed 366 calendar days per deployment. If military or uniformed services base pay is more than regular TIH pay, the teammate’s TIH pay stops at the end of the first seven calendar days and the teammate is placed on military or uniformed services leave without pay.

Military family leave of absence

A leave of absence can be granted under the FMLA to teammates under certain circumstances defined by the Department of Labor.

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Teammates may take a leave of absence due to any qualifying exigency arising out of the fact that the teammate’s spouse, child, or parent who is an active-duty covered service member in the armed forces, or who is in the U.S. National Guard, reserves, or is retired military has been notified of an impending call or order to active duty in support of a contingency operation in a foreign country. Qualifying exigency leaves of absence are unpaid, but teammates may supplement their leave of absence by entering vacation in Workday.

Teammates may take a leave of absence because the teammate is a spouse, child, parent, or next of kin serving as the caregiver of a covered service member (i.e., a veteran or current member of the armed forces, U.S. National Guard, or reserves) who is recovering from a serious illness or injury sustained or aggravated in the line of duty on active duty, including to care for a veteran who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness at any time during the period of up to five years after the covered service member left military service. Caregiver of a covered service member leave of absences are covered as a medical leave of absence.  

Guidance

Advice and interpretation of this program is available by contacting Human Resources online; select Leave of Absence/FMLA. Or request a leave of absence or FMLA time off here.

Bereavement

Holidays

Leaves of absence

Maternity and parental leave

Service recognition

Sick pay

Vacation

Other time off