Leaves of Absence

What to know and do when you need to be away from work

Team members take leaves of absence for different reasons. Each type of leave has specific guidelines and may affect your Grainger compensation and benefits in different ways.

How It Works

  • The type of leave available depends on eligibility and your specific situation, as explained in the Attendance Guidelines.
  • Leaves are managed by either the Grainger AbsenceOne Leaves Team (administered by Sedgwick and Prudential) or the Grainger HR Service Center.
  • Review the Leave of Absence Programs flier for more information, and follow the Team Member Guide if you need to take a leave of absence.
  • To initiate or check on the status of a claim, use the AbsenceOne contacts shown at right.

Leaves Managed by Grainger AbsenceOne Leaves Team

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

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 week 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).

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.

 

Leaves Managed by Grainger HR Service Center

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.
  • 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
  • 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.

Initiate or Check the Status of a Claim

Grainger AbsenceOne Leaves Team

For fast self-service online, log in to the AbsenceOne website:

SSO login*
Use your Grainger username (XAXB123) and GPASS password

General login
Create a username and password

Or, to speak with a representative, call AbsenceOne:
1-888-477-3781
Option 3: Leaves and Disability

 

 

Contacts

Initiate or Check the Status of a Claim

Grainger AbsenceOne Leaves Team

For fast self-service online, log in to the AbsenceOne website:

SSO login*
Use your Grainger username (XAXB123) and GPASS password

General login
Create a username and password ​

Or, to speak with a representative, call AbsenceOne:
1-888-477-3781
Option 3: Leaves and Disability

When Coverage Ends

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

Special Savings Offers

Videos

Profit Savings Plan

Retirement Benefit Questions (65+/Medicare-eligible [including disabled early Medicare eligible] and pre-65 eligible retirees/dependents)

Medicare Plan Options Questions (65+ or early Medicare retirees with or without Grainger Retiree Health)

Questions

Connect with a Benefit Pro

Access the Provider Search Tool

Contacts

Initiate or Check the Status of a Claim

Grainger AbsenceOne Leaves Team

For fast self-service online, log in to the AbsenceOne website:

SSO login*
Use your Grainger username (XAXB123) and GPASS password

General login
Create a username and password ​

Or, to speak with a representative, call AbsenceOne:
1-888-477-3781
Option 3: Leaves and Disability

When Coverage Ends

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

Special Savings Offers

Videos

Profit Savings Plan