Work/Life Benefits

​​​​Leaves of Absence

Leaves of Absence

Leaves of absence occur for a variety of reasons, range in length, are for you or others, and have specific guidelines for each leave that need to be followed in addition to the Attendance Guidelines. The type of leave available depends on eligibility and your specific reason for taking time off. Leaves are managed by either the Grainger AbsenceOne Leaves Team or the Grainger HR Service Center. Review the flier for more information, and use this guide if you need to take a leave of absence.

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Grainger AbsenceOne Leaves Team

1-888-477-3781
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Employee Service Center
1-888-477-3781
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Accommodations
For information about ADA workplace accommodations, visit the Accommodations 
page.

Workers' Compensation
If your disability is deemed to be work related, review the Workers' Compensation Program (access to the Grainger network is required).

Managed by the Grainger AbsenceOne Leaves Team

Short Term Disability

Short Term Disability is an important part of your Total Rewards package.  

  • Cost: Grainger covers the full cost of this benefit.
  • Enrollment: Eligible team members are automatically enrolled.
  • How it works: Refer to the Short Term Disability Anniversary Chart to see coverage by years of service. Also review the Summary Plan Description and Group Benefits Plan II for additional details (access to the Grainger network is required).
  • When coverage occurs: Coverage begins after a 7 calendar day elimination period for the first 25 weeks of disability.
  • Proof of good health (Evidence of Insurability or EOI): No EOI is required for coverage.
  • Administrator: Grainger AbsenceOne Leaves Team

Long Term Disability

  • Cost: Team members cover the full cost of this insured benefit. Review your costs.
  • Enrollment: New team members must enroll within 31 days of hire. This benefit may also be elected each year during Open Enrollment.
  • How it works: The amount of income replaced is 60% of average monthly earnings, up to $10,000 per month. Refer to the Long Term Disability Booklet and the Group Benefits Plan I for additional details (access to the Grainger network is required).
  • When coverage occurs: Coverage begins the 26th week of disability.
  • Proof of good health (Evidence of Insurability or EOI): Maybe. New hires are not required to complete EOI if they enroll in the first 31 days. New hires that waive coverage can enroll during any future open enrollment period, but will be required to complete EOI. Learn more
  • Administrator: Prudential

Parental Leave (Maternity & Bonding)

Parental Leave is offered to eligible parents. 

  • Cost: Grainger covers the full cost of this benefit. 
  • Enrollment: Eligible team members are automatically enrolled. Parental leave is available to active team members (defined as a regular full- or part-time team member working 30-39 hours per week who is eligible for full-time health and welfare benefits).* 
  • How it works: There are two types of Parental Leave—maternity and bonding—and both are paid at 100%. Read FAQs, watch the video and review Grainger's Parental Leave Policy for all the details (access to the Grainger network is required).
  • When coverage occurs: Coverage begins immediately and duration varies by type. 
    • Maternity is available for birth mothers only and is available for up to 6 weeks. There is no elimination period required.
    • Bonding is available to all parents including mothers, fathers and domestic partners and is available for up to 2 weeks (weeks off must be consecutive). Leave may be taken for the birth of a child and the adoption of a minor child (up to age 13).**
  • Proof of good health: No EOI is required for coverage.
  • Administrator: Grainger AbsenceOne Leaves Team

​​*Parental leave does not apply to interns, temporary/seasonal team members or part-time members working less than 30 hours per week.
**Parental leave does not apply to foster children or grandchildren unless adoption occurs.

Family Medical Leave

This leave allows for job-protected time away from work for a qualifying eligible condition under Grainger's Family and Medical Leave Act (FMLA) Policy. These may include:

  • Your own serious medical condition or that of a family member
  • Birth, adoption or foster care
  • Military family care or military family emergency

Personal Leave 

Regular Full-Time (RFT) team members, or Regular Part-Time (RPT) team members working 30-39 hours per week, can request a Personal Leave of Absence (PLOA) after six months of continuous service. A PLOA must be for at least one month and no more than 12 months. A PLOA runs concurrently with any other leave (such as Short-Term Disability) so that the total combined leave time is limited to 12 months.

RPT team members working less than 30 hours per week can request a PLOA, if scheduled for at least 20 hours per week and after one year of continuous service. The total combined leave time is limited to 90 calendar days.

Requests must be in writing and include departure and return dates. A request must be approved by the department manager and HR prior to the team member’s departure date. Also, team members need to inform the Grainger AbsenceOne Leaves team so they can track the leave. Note that not all departments are eligible for PLOA. In addition, all paid leaves must be exhausted before PLOA can be approved, except for leave taken under the Family and Medical Leave Act (FMLA).


​Military Leave

Involuntary Call to Active Duty

How it Works

Requesting Leave

  • Leave should be requested with Grainger’s Leave Administrator, AbsenceOne.
  • AbsenceOne will request a copy of team member’s military orders to process leave request.
  • AbsenceOne should be contacted when team member is discharged to RTW.

Return to Work

  • Service <31 days: Team member must RTW within one (1) workday of returning home.
  • Service 31-180 days: Team member must apply for reinstatement within 14 days after service completion.
  • Service 180 days-5 years: Team member has up to 90 days to seek reemployment.
  • If team member is hospitalized or medically incapacitated as result of service, above periods may be extended by up to two (2) years.
  • Team member’s year(s) of employment are not affected by military service, provided team member RTW within timeframe outlined above.

Reinstatement

  • Service <91 days: Same position team member would have had if did not go on active duty.
  • Service >91 days: If same position still exists, same position team member would have had if did not go on active duty, otherwise review alternative vacant positions.

Re-employment

  • Been on active duty for <5 years. 
  • Released with honorable conditions.
  • Report back to Grainger in a timely manner.

How You Get Paid

Pay During Leave

  • Military reservists and National Guard members will receive a military pay benefit from Grainger (equivalent of pay up to their regular Grainger pay) in addition to their military pay.
  • Paid up to 12 months maximum.

Benefits

  • Medical/dental/vision: Covered under U.S. military Tricare plan beginning first day of active duty (if on active duty for at least 30 days). Grainger plan continues as primary coverage for eligible dependents (Tricare provides secondary coverage) while team member receiving military leave pay from Grainger.
  • Life: Grainger will continue to provide Group Term Life while team member receiving military leave pay from Grainger.
  • AD&D: Coverage ceases during any period of active duty.
  • Optional & Dependent Life: Will automatically continue while team member receiving military leave pay from Grainger and deductions are being made.
  • Disability: Short and Long Term Disability coverage will end on last day of active work.
  • Profit Sharing Plan: Team member will continue to have any elective 401(k) contributions taken from Grainger military pay and if other eligibility requirements are met.
  • Voluntary benefits: Will continue while team member receives Grainger military leave pay.
  • Paid Time Off (PTO): Any earned, unused PTO for current year will be paid out as soon as practical after team member begins active duty. Team member does not accrue PTO while on involuntary military active duty leave.

Voluntary Enlistment for Active Duty

How it Works

Requesting Leave

  • Leave should be requested with Grainger’s Leave Administrator, AbsenceOne.
  • AbsenceOne will request a copy of team member’s military orders to process leave request.
  • AbsenceOne should be contacted when team member is discharged to RTW.

Return to Work

  • Service <31 days: Team member must RTW within one (1) workday of returning home.
  • Service 31-180 days: Team member must apply for reinstatement within 14 days after service completion.
  • Service 180 days-5 years: Team member has up to 90 days to seek reemployment.
  • If team member is hospitalized or medically incapacitated as result of service, above periods may be extended by up to two (2) years.

Team member’s year(s) of employment are not affected by military service, provided team member RTW within timeframe outlined above.

Reinstatement

  • Service <91 days: Same position team member would have had if did not go on active duty.
  • Service >91 days: If same position still exists, same position team member would have had if did not go on active duty, otherwise review alternative vacant positions.

Re-employment

  • Been on active duty for <5 years. 
  • Released with honorable conditions.
  • Report back to Grainger in a timely manner.

How You Get Paid

Pay During Leave
Not paid while on Voluntary military leave.

Benefits

  • Medical/dental/vision: Eligible to continue Grainger medical/dental/vision as secondary for team member and primary for dependents for up to 24 months under USERRA/COBRA.
  • Life: All Life coverages will end on last day of active work. team members may convert existing policy.
  • Disability: Short and Long Term Disability coverage will end on last day of active work.
  • Profit Sharing Plan: 401(k) elective contributions will end on last day paid. However, team member will receive retroactive Profit Sharing annual variable contribution if team member is eligible for re-employment and RTW timely.
  • Voluntary benefits: Will end on the last day of active work.
  • Paid Time Off (PTO): Any earned, unused PTO for current year will be paid out as soon as practical after team member begins active duty.  Team member does not accrue PTO while on voluntary military active duty leave.

Reservists and National Guard Annual Training

How it Works

Requesting Leave

  • Leave should be requested with Grainger’s Leave Administrator, AbsenceOne.
  • AbsenceOne will request a copy of team member’s military orders to process leave request.
  • AbsenceOne should be contacted when team member is discharged to RTW.

Team member is expected to RTW the first business day after the completion of the training.

How You Get Paid

Pay During Leave
Not paid while on a Military Training leave, but may supplement government military pay with earned, unused paid time off.

Benefits

  • Benefits will not be affected while on annual training leave. If PTO is used, benefit contributions will come out of PTO pay. If no PTO is used, retroactive benefit contributions will come out of regular pay when RTW.
  • Disability benefits will not cover injuries/illnesses arising out of training duty.
  • 401(k) elective contributions will not be made while not being paid.

Managed by the Grainger HR Service Center

Voluntary Personal Leave

Team members with at least three months of service may request up to two weeks of unpaid Voluntary Personal Leave (VPL) each quarter with approval of their manager. The leave may be taken in a single block of time or sporadically in the following minimum amounts:

  • Eight hours for exempt employees
  • Four hours for full-time hourly employees

This leave allows flexibility for time away from work as described in Grainger’s Voluntary Personal Leave Policy. All decisions regarding the VPL are made at the manager's discretion, but managers are encouraged to grant VPL to employees as long as business needs can still be met. It is recommended that managers grant requests on a first-come, first-served basis.


Funeral Leave

  • Who is eligible: Regular full-time team members are eligible for time off at regular pay to attend a funeral. Regular part-time team members and team members on a leave of absence are not eligible.
  • How it works: You are eligible for up to three days off at regular pay to handle funeral and other arrangements following a death within your immediate family. 

    Immediate family members of the team member include the team member’s spouse or domestic partner and each of their parents or step-parents, grandparents or step-grandparents or great-grandparents, children or step-children, brothers or step-brothers, sisters or step-sisters, grandchildren or step-grandchildren or great grandchildren,​ and the spouse or domestic partner of each.

    Funeral leave scheduled prior to the leave beginning is considered a non-chargeable absence under Grainger's attendance guidelines.
  • How you get paid: Team members must log in to Employee Self Service in the SAP portal to enter funeral pay time. 
  • Administrator: Grainger HR Service Center

Jury Duty

  • Who is eligible: Regular full-time team members are eligible for time off at regular pay to answer a jury duty summons, or to serve jury duty. Regular part-time team members are not eligible.
  • How it works: Jury duty and legal appointments not initiated by, or in prosecution of the team member, over which the team member has no control, that are scheduled in advance, are considered non-chargeable absences under Grainger's attendance guidelines. Team members must report to work during the normally scheduled hours when not required to be in court. 
  • How you get paid: Team members must log in to Grainger Employee Self Service in the SAP portal to enter jury duty time.

    Time off to appear at a legal proceeding or in response to a subpoena is not eligible for jury duty pay unless the subpoena is related to Grainger business. A subpoena initiated by, or in prosecution of, the team member is not eligible for jury duty pay. 

    All jury duty pay and travel expenses paid by the court may be kept by the team member.
  • Administrator: Grainger HR Service Center

Did You Know?

AbsenceOne is a dual-vendor administration platform delivered by Sedgwick and Prudential.
Sedgwick administers:

  • Short Term Disability
  • Parental Leave (Maternity & Bonding)
  • Family Medical Leave
  • Personal Leave
  • Military Leave
  • Accommodations

Prudential administers:

  • Long Term Disability
  • Life Insurance
  • AD&D

 ​Note: Benefits may differ for team members outside the continental U.S.