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Expanded Maternity and Parental Leave Training FEBRUARY 2018
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Expanded Maternity and Parental Leave Training

Feb 03, 2022

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ExpandedMaternityLeave_Deck_020818A_IAM editsv2FEBRUARY 2018
In January, we provided a high-level overview of the key features of Walmart’s newly expanded paid maternity leave and parental benefits.
This educational session is designed to provide in-depth details of the associate experience when requesting maternity or parental leave, the role Sedgwick plays as our administrator and how you can support leave of absence requests.
Table of contents
Review of Statutory Benefits Coordinated with Paid Parental Leave
Maternity Statutory Offsets
Paid Leave Recap
Enhanced Maternity and Parental Leave: Overview
New policies for enhanced maternity and parental leave begin Mar. 1, 2018 for full-time hourly with 12 months of service and salaried associates.
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BENEFIT AVAILABILITY DATE BENEFIT HIGHLIGHTS
Maternity Starts on Mar. 1
The enhanced maternity benefit supports birth moms who begin their maternity leave and give birth on or after Mar. 1, with up to 10-weeks of protected paid time away from work.
Parental Starts on Mar. 1
The parental benefit supports associates who become parents through birth, adoption or foster-care placement happening on or after Mar. 1, with up to 6-weeks of protected paid time away from work.
Sedgwick’s role as leave administrator
Maternity benefits • Sedgwick will administer an enhanced maternity benefit to Walmart’s full-time hourly
and truck driver associates • First date of absence (FDA) and delivery must be Mar. 1, 2018 or after
Parental benefits • Sedgwick will administer a new paid parental benefit for Walmart’s hourly associates
who become parents through Birth, Adoption or Foster Care Placement occurring on or after March 1, 2018.
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Enhanced Maternity: What’s Changing
Full-time hourly associates with a FDA and delivery date of Mar. 1, 2018, or later (including those who work in a statutory state), are eligible for a 10-week maternity benefit regardless of delivery type:
• One week unpaid waiting period for which PTO may be used, 9-weeks of paid benefits at 100% of average weekly wages for a total of 10-weeks
• 2-weeks of pre-partum time can be approved without providing medical information
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BASIC
After 10-weeks, benefits will drop to 50% with a weekly max of $200
ENHANCED
After 10-weeks, benefits will drop to 60% with no weekly maximum
BIWEEKLY STATUTORY (CA, NY, NJ, HI)
Based on state associate works State benefits are topped-off by Sedgwick to bring the associate to 100% of their average weekly wage
After 10-weeks, benefits exhaust:
• NY, NJ or HI – referred to Liberty for ongoing benefits
WEEKLY STATUTORY (RI ONLY)
Based on where ASC works State benefits are topped-off by Sedgwick to bring the associate to 100% of their average weekly wage
After 10-weeks, benefits exhaust:
Enhanced Maternity: What’s Changing
Driver associates with a FDA and delivery date of Mar. 1, 2018, or later are eligible for a 10-week maternity benefit
• Associate is eligible regardless of delivery type • 2-weeks of pre-partum time can be approved without providing medical information
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9 Weeks Paid Benefits – 100% (Total 10 weeks)
After 10 weeks, benefits will drop to 75% - NO WEEKLY MAX
Enhanced Maternity Benefits: Managing Pre-Partum Time
If an associates FDA is prior to their Estimated Due Date (EDD) – this is considered pre-partum time
Sedgwick can approve 2-weeks prior to Estimated Due Date (EDD) without providing medical documentation
• Anything additional requires the associate to provide objective medical information to support
Pre-partum time will be deducted from the 10-week benefit, which may cause maternity leave to extend beyond 10-weeks:
• Hourly Basic or Enhanced plan: Additional benefits that exceed 10-weeks will be covered by a reduced benefit of 50% or 60%
• Hourly Statutory plan (Biweekly & Weekly): Additional benefits that exceed 10- weeks will be covered by the state/Liberty
• Driver plan: Additional benefits that exceed 10-weeks will be covered by a reduced benefit of 75%
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Review of Statutory Benefits Coordinated with Paid Parental Leave
If you do not live in one of the following states, CA, RI, HI, NJ and NY, please resume on page 16.
Statutory Benefits Coordinated with Paid Parental Leave
The following are scenarios that show how to process statutory benefits and coordinate with paid parental
leave.
Statutory Maternity Scenario combined with Parental Leave: Delivery on FDA
Delivers Vaginally on FDA of Mar. 4, 2018
• The associate goes out on March 4th for delivery
• The Maternity benefit of 100% would begin March 4th through May 12th • State benefits from March 11th through April 14th are topped-off by Sedgwick to bring the associate to 100%
of their average weekly wage. • From April 15th through May 12th, Sedgwick will pay the associate 100%
• Paid Parental can begin after Sedgwick maternity plan exhausts. • May 13th through June 23rd • This benefit is paid at 100% by Sedgwick
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3/11/18 – 5/12/18
10-weeks Pre-Partum – C-Section FDA Mar. 1, 2018
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FULL-TIME HOURLY ASSOCIATES IN STATUTORY STATES
• The associate goes out on March 1st, due to complications related to pregnancy, with an estimated due date of May 10th.
• The associate delivers on May 9th.
• The Maternity benefit of 100% would begin March 1st through May 9th. • State benefits are topped-off by Sedgwick to bring the associate to 100% of their average weekly wage. • May 10th through July 3rd will be paid by the state only due to post-partum
• Paid parental cannot begin until the state’s approval duration ends • July 4th through August 14th • This benefit is paid at 100% by Sedgwick
Maternity Statutory Offsets
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FULL-TIME HOURLY ASSOCIATES IN STATUTORY STATES
Statutory Maternity Scenario: Delivery on FDA
Why does Sedgwick add a maximum offset at the start of the claim? • It may take time to receive the award letter
- Award letter/amount may not be received until after an initial approval - Statutory award letters should not delay a claim decision
• If Sedgwick offsets the maximum amount initially – we’re avoiding risk of overpaying benefits as the associate won’t receive more than the maximum from the state.
• Once the award letter/amount is received – Sedgwick can recalculate the benefits and issue any applicable underpayment
Statutory underpayments can be automatically sent via off-cycle.
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Paid Parental Leave Process
Paid Parental Leave: Overview
Paid Parental Leave Policy is Effective Mar. 1, 2018.
All full-time hourly associates who become parents through birth, adoption or foster-care placement happening on or after March 1st with a FDA of March 1st , will be eligible for a paid parental policy.
• Eligible as of 12-months from date-of-hire
• 6-weeks paid at 100% within a 12-month period
• Continuous use only
- Can only be used for 1 birth/adoption/foster care placement in a rolling calendar year
- If entire 6 weeks are not used, associate is unable to take remaining balance at a later time
• Job Protected
Paid Leave Policies Update: Paid Parental Updates
Effective Mar. 1, 2018, for all newly reported cases with a FDA and delivery, adoption or foster care placement on or after Mar. 1, 2018.
• Associates are eligible 12-months from their date-of-hire
• Available to full-time hourly associates only
• Benefit is 6-weeks paid at 100% (instead of two)
- May be taken in 1-week increments
- If an associate only uses a partial week for an increment, then this will be considered a one full week increment
• Paid leave is job protected • if the 6 weeks of paid parental is not taken continuously the subsequent period of leave will not be job protected
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Paid Leave Policies Update: Paid Parental Updates
Effective Mar. 1, 2018, for all newly reported cases with a FDA due to delivery, adoption or foster care
placement on or after Mar. 1, 2018.
• Salaried eComm associates are eligible as of their date-of-hire
• Benefit is 12-weeks paid at 100% in a 12-month period (can be taken in 1-week increments)
• Job Protected
• If the 12 weeks of paid parental is not taken continuously the subsequent period of leave will not be job protected
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Paid Leave Policies Update: Paid Parental Updates
Effective Mar. 1, 2018, for all newly reported cases with a FDA due to delivery, adoption or foster care placement on or after Mar. 1, 2018.
• Salaried associates are eligible as of their date-of-hire
• 6-weeks (instead of 2) at 100% in a 12-month period that can be taken continuously ONLY
- Can only be used for one birth/adoption/foster care placement in a rolling calendar year
- If entire 6 weeks are not used, associate is unable to take remaining balance at a later time
• Job Protected
Effective Mar. 1, 2018:
All hourly associates who request a personal
leave with a FDA of Mar. 1, 2018 or after, will
be eligible as of their date-of-hire, as opposed
to waiting until they reached 12-months of
service. The following policies will be updated:
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Paid Leave Policies Update: Paid Parental Updates
Sedgwick will administer new maternity plans and leave policies to all associates.
Maternity Process Changes • Hourly & Driver Associates will be eligible for enhanced maternity benefits
• Enhanced benefits include 9-weeks of paid benefits at 100% (1-week unpaid – waiting period)
• In Statutory States, state benefits are topped-off by Sedgwick to bring the associate to 100% of their average weekly
wage
Paid Leave Changes • All Full-Time Hourly associates with 12 months of service (including eCommerce) will now be eligible for a 6-week paid
parental leave
• Salaried associates and Drivers (excluding eCommerce) will now have an enhanced 6-week paid parental leave
• 2-week Paid Family Care for salaried associates and Drivers is independent from Paid Parental benefits
• All Paid Parental Leaves (including all eCommerce), when used continuously, will be job protected
Personal Leave Policy Changes • All Hourly Personal Leaves Policies will be eligible as of date-of-hire
• This includes: Family Care, Extended Family Member Care, Compelling Reason, Military Spouse, Transfer, Expatriate
Spouse, Education
Leave-related Tools and Resources
How to file a leave of absence claim
Typically, if an associate needs more than three days off due to their own medical condition or to care for a family member, a leave of absence claim needs to be filed. Here’s how:
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• viaOne®express • By phone: 800-492-5678
2 Complete and return all necessary paperwork to Sedgwick:
• Email: WalmartForms@sedgwicksir.com • By fax: 859-264-4372 or 859-280-3270
3 Questions or concerns: • Email: LOAQOD@wal-mart.com
Appendix
Statutory Maternity Scenario: Delivery on FDA
Delivers C-Section on FDA on Mar. 15, 2018 • Sedgwick approves claim from Mar. 15 – May 23, 2018 (10-weeks), benefits exhaust for short-term
disability • Sedgwick receives state award letter:
- State approved: Mar. 15 – May 9, 2018 (8-weeks post partum) - Offset will only be applied through approval duration of state (if no end date – offset will apply to entire duration)
State Award duration does NOT exceed statutory maternity – Paid Parental can begin after Sedgwick maternity plan exhausts
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FULL-TIME HOURLY ASSOCIATES IN STATUTORY STATES
Statutory Maternity Scenario: FDA three-weeks pre-partum
3-weeks Pre-Partum – C-Section FDA Mar. 1, 2018 • Objective medical required for all pre-partum time if associate goes out more than 2-weeks
(14 calendar days) pre-partum • Associate delivers via C-Section on Mar. 21, 2018 • Sedgwick approves claim from Mar. 1 – May 9, 2018 (10-weeks), benefits exhaust for short-term disability • Sedgwick receives state award letter:
- State approves: Mar. 1 – May 15, 2018 - Offset will only be applied through approval duration of state (if no end date – offset will apply to entire duration)
State approval duration exceeds Sedgwick’s 10-week maternity plan– paid parental cannot begin until the state’s approval duration ends.
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FULL-TIME HOURLY ASSOCIATES IN STATUTORY STATES