Short-Term Disability (STD) coverage is an important part of your Total Rewards package.

  • Cost: Grainger covers the full cost of STD benefits.
  • Enrollment: Eligible team members are automatically enrolled, with no Evidence of Insurability (EOI) required.
  • How it works: After a waiting (elimination) period of seven calendar days, STD benefits replace 100% of your eligible pay for a certain number of weeks, followed by 60% of pay for the remainder of 25 weeks as shown on the Short-Term Disability Anniversary Chart. Also review the Summary Plan Description and Group Benefits Plan II for additional details (access to the Grainger network is required).
  • When coverage begins: Coverage begins after a 7 calendar day elimination period and continues for the first 25 weeks of disability.
  • Administrator: Sedgwick through the Grainger AbsenceOne Leaves Team
  • Cost: Team members who choose to enroll in Long-Term Disability (LTD) coverage pay the full cost of this insured benefit. Review your costs.
  • Enrollment: Eligible team members may enroll within 31 days of hire or during Annual Enrollment. If you waive LTD when first eligible and want to enroll later, Evidence of Insurability will be required. Learn more.
  • How it works: Beginning after the 26th week, LTD benefits replace 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 begins: Coverage begins the 26th week of disability.
  • Administrator: Prudential through the Grainger AbsenceOne Leaves Team
  • 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, or 8 weeks in the case of a Cesarean section (C-section). 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
  • 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
Involuntary Call to Active Duty
How it Works
How You Get Paid

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 (RTW)

  • 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.

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.
  • Retirement Savings Plan:Team member will continue to have any elective contributions taken from Grainger military pay 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
How You Get Paid

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 (RTW)

  • 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.

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.
  • Retirement Savings Plan: Any  elective contributions will end on last day paid.
  • 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
How You Get Paid

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.

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.
  • Retirement Savings Plan: Any elective contributions will end on the last day paid.

Dear Team Member,

The last 18 months have pulled us in all sorts of directions and presented several new challenges. Many of you have had to adapt to an ever-changing lifestyle that includes homeschooling kids, working overtime, taking care of loved ones, and worrying about finances. At Grainger, we recognize the toll these changes take on your personal wellbeing. And while I’m proud to say you’ve continued to provide exceptional customer service despite these challenges, it’s just as important to put the same attention on yourself.

We want you to be your best, not only at work but at home. That’s why we’ve made some enhancements to our benefits programs to better support your emotional, financial, physical, and social wellbeing. These new programs will provide access to short-term cash, one-on-one financial coaching, or stress management support. Over the last year, we built a strong foundation of wellbeing resources to ensure you have more choice and flexibility with your benefits.

This Annual Enrollment Decision Guide will help you navigate the robust benefits that Grainger offers and support you in making your elections for 2022. Annual Enrollment will run from October 11 to 29, 2021. Now is the time for you to take action for you and your family’s wellbeing. We have more plans underway to continue to enhance our wellbeing offerings and we’re excited to share these with you soon.
As always, thank you for all you continue to do for each other, our organization, and our customers.

Stay well,
Kathleen Carroll
SVP & Chief Human Resources Officer

CONNECT WITH ME:
LinkedIn: Kathleen Carroll
Instagram: @KathleenSCarroll
Firstup: @kathleen.carroll8

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If You and Your Spouse or Domestic Partner Are Both Grainger Team Members

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