Results for Parental Leave
Disability (maternity) leave
Disability due to pregnancy is covered under Short-Term Disability (STD). If you’re eligible, benefits are typically provided for two weeks prepartum and six weeks postpartum or eight weeks postpartum for C-Section. (Don’t forget, in most cases, you need to satisfy a seven-day “elimination period” before benefits begin.) Disability leave runs concurrently with leave of absence under the Family and Medical Leave Act (FMLA). Therefore, disability leave will reduce the amount of unpaid FMLA available for the year. Use this maternity tracking calendar to help visualize what your maternity leave could look like.
About two weeks before you want your leave to begin, or as soon as you know you will be taking a leave in the case of pregnancy or a planned hospitalization, follow these steps to start the process. (If you have an unplanned hospitalization, call immediately.)
- Notify your supervisor and call the HRSC to connect with a leave specialist.
- Call Prudential and follow the prompt for submitting a disability claim. (You’ll need to provide our control number.) Representatives are available 24/7.
- Give your health provider a Medical Authorization Release Form (available under Downloads and on EmployeeConnect). Tell the staff to photocopy the back of the form so information can be released to a Prudential Disability Claim Manager.
While you’re on leave, be sure to communicate with Prudential after each doctor visit, if any complications occur and if your return-to-work changes. Failure to do so might affect your benefits.
Review Your Pregnancy Benefits
Before your baby arrives, it’s a good idea to get familiar with the benefits available during your pregnancy. Here are a few key things to know:
- Pregnancy care, such as pre/postnatal office visits and in-hospital delivery, is covered the same as any other medical condition.
- Inpatient hospital stays are covered for a minimum of 48 hours following a vaginal delivery or a minimum of 96 hours following a C-Section delivery. If a person is discharged earlier, benefits will be payable for two post-delivery home visits by a health care provider.
- You need to certify an inpatient stay greater than 48 or 96 hours. Otherwise, you may experience a reduction in benefits.
For details, review your medical plan option’s Summary Plan Description available on EmployeeConnect.
Family and Medical Leave
Employees may be entitled to an unpaid leave of absence under the Family and Medical Leave Act (FMLA). Read the policy on Epoch > Policies & Procedures. This policy provides employees information concerning FMLA entitlements and obligations employees may have during such leaves. If employees have any questions concerning FMLA, they should contact their supervisor.
More FMLA Details
The Family and Medical Leave Act (FMLA) allows you to take up to 12 weeks of unpaid leave a year to care for yourself or a family member, including a new child. In general, you’re eligible if you’ve worked for Rockwell Automation for a year (with 1,250 hours) and haven’t used your 12 weeks for another reason.
FMLA is an unpaid leave. However, you may choose to take vacation or holiday pay during your FMLA time. If you decide to use vacation or holiday pay, your HR representative must route a ticket to the time administrator to enter the vacation time in SAP for you. NOTE: If a company paid holiday occurs during the FMLA time, you will not be paid for that day. When you return to work, your HR representative or manager must send a request for Holiday payout via the HRSC ticketing system to payroll.
Health Benefits During Unpaid FMLA
If you take unpaid time off under FMLA, you will be billed for your share of the health benefit premiums. If you don’t pay your benefit premiums, your enrollment may default to no coverage when you return to work.
Reminder: Make Benefits Changes Within 31 Days
A qualified status change, like having or adopting a baby, allows you to make changes to your benefits—such as adding a child to your medical coverage, changing how much you contribute to a Health Care Flexible Spending Account (FSA) or enrolling in a Dependent Care FSA. To make changes, go to EmployeeConnect > Your Benefit Resources or call the RASC within 31 calendar days of the qualified status change.