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​​​​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 a variety of guidelines that need to be followed. 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 Employee Service Center. Review the flier for more information.

Initiate or Check the Status of a Claim

Grainger AbsenceOne Leaves Team

1-888-477-3781
Option 3
Follow the prompts for Leaves & Disability

SSO Login 
(RACFID and Password Required)
General Login
(Create a Username and Password)

Employee Service Center
1-888-477-3781
Option 1

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 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. Rehired team members may resume coverage without completing EOI, provided they are rehired within 12 months of the last day worked or paid.
  • Administrator: Prudential
  • Other considerations:
    • Learn more​ about long term disability coverage by reviewing the highlights. Then, find out if you have enough disability coverage by using Prudential's disability insurance calculator.
    • If you become disabled and receive Long Term Disability benefits, your benefits are provided tax-free.
    • If you become disabled and choose to continue your medical coverage, the coverage continues at active team member rates. 
    • The Company continues to cover you under basic life insurance. In addition, your optional​ life insurance coverage (if enrolled) continues at no cost to you while you receive Long Term Disability benefits.
    • If Long Term Disability is elected during the Open Enrollment period, coverage is effective January 1. New hire coverage begins as soon as administratively possible. ​All coverage at active rates ends 12 months after the date of disability.

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

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 

This leave allows time away from work for a qualifying eligible situation, as described in Grainger’s Personal Leave Policy. These may include, but are not limited to: 

  • Medical conditions (yours or a family member’s)
  • Birth, adoption or foster care;
  • Extended family member care
  • Expatriate spouse or domestic partner leave
  • Care for a military spouse or domestic partner
  • Americans with Disabilities Act (ADA) reassignment
  • Education
  • Bereavement (when more than three days are needed)
  • Transfer to another Grainger facility

​Military Leave

Team members who are inducted into or who are members of the “uniformed services,” Army National Guard and the Air National Guard will be granted leaves of absence for military service, training, or other obligations in compliance with state and federal laws.

Team members are requested to notify their managers as soon as they are aware of the military obligation. Managers are expected to contact the Grainger Benefits Service Center to report all leaves of absence requested by team members going on or returning from military leave (either paid or unpaid) including summer reserve training. Review Grainger's Military Leave Guidelines for all the details (access to Grainger's network is required). 

Managed by the Employee Service Center

Funeral Leave

  • 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 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: Employee 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 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: Employee 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: Team members in Puerto Rico are eligible for a separate, statutory sick pay program and disability benefits. ​Contact your Branch Manager for more information.