Understanding the UPS Leave of Absence Policy: A Comprehensive Guide

Life happens, and there may come a time when you need to step away from work for an extended period to deal with a medical issue, care for a family member, or fulfill a military deployment. If you‘re a UPS employee, it‘s important to understand the company‘s leave of absence policy so you can take the time you need while protecting your job and benefits.

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In this comprehensive guide, we‘ll dive into the details of UPS‘s leave policy, including the types of leave available, eligibility requirements, the request and approval process, pay and benefits considerations, and more. We‘ll also share some real-life examples and tips to help you navigate a leave of absence if and when you need it.

Types of Leave Available to UPS Employees

UPS offers several types of leave to support employees during times when they need to be away from work for an extended period. The most common types of leave include:

Family and Medical Leave (FMLA)
Under the Family and Medical Leave Act, eligible UPS employees can take up to 12 weeks of job-protected unpaid leave per year for certain family and medical reasons, such as:

  • The birth and care of a newborn child
  • The placement and care of an adopted or foster child
  • To care for an immediate family member (spouse, child, or parent) with a serious health condition
  • To take medical leave when the employee is unable to work because of their own serious health condition

To be eligible for FMLA leave, you must have worked for UPS for at least 12 months and have at least 1,250 hours of service in the 12 months before taking leave. FMLA leave is unpaid, but you may be able to use accrued paid time off, such as vacation or sick days, to cover some or all of the leave period.

Military Leave
UPS supports employees who are called to active duty military service or military training. If you‘re a member of the U.S. armed forces, National Guard, or Reserves, you‘re entitled to take a military leave of absence under the Uniformed Services Employment and Reemployment Rights Act (USERRA).

The length of military leave is generally up to 5 years, though there are some exceptions. UPS will reinstate you to your former position or a comparable position upon your return from service. You may also be eligible for differential pay and benefits continuation during your leave.

Personal Leave
In some cases, UPS may grant a personal leave of absence for reasons that don‘t qualify under FMLA or military leave. Personal leave is generally unpaid and is approved at the discretion of management based on business needs and the circumstances of the request.

Reasons for a personal leave could include education, travel, or other personal matters that require an extended time away from work. The length of personal leave can vary but is typically limited to 30 days. Benefits are usually not continued during a personal leave.

Requesting a Leave of Absence

If you need to take a leave of absence, the first step is to notify your manager and submit a request to the UPS Benefits team. For foreseeable leave, such as for a planned medical procedure, you should provide at least 30 days advance notice when possible. If the leave is unforeseeable, provide notice as soon as practicable.

To request FMLA leave, you‘ll need to submit a completed FMLA Medical Certification Form from your health care provider documenting your or your family member‘s serious health condition. For military leave, you‘ll need to provide your orders or other official documentation.

Your manager and the Benefits team will review your request and determine your eligibility and entitlement to leave. They‘ll provide you with the necessary paperwork, requirements, and instructions, including information on pay, benefits, and returning to work.

Pay and Benefits While on Leave

Whether your leave is paid or unpaid depends on the type of leave, your eligibility for benefits, and UPS policy.

FMLA leave is generally unpaid, but UPS requires you to use any accrued paid time off concurrently with your FMLA leave until it‘s exhausted. You may also be eligible for short-term disability benefits if you‘re on medical leave for your own serious health condition. Short-term disability provides partial wage replacement, usually around 60% of your pay, for a set period of time.

During an approved FMLA or military leave, UPS will continue your health insurance coverage as long as you continue to pay your portion of the premiums. Other benefits, such as life insurance and retirement plan contributions, may also be continued depending on the terms of the benefit plans.

For personal leave, pay and benefits are generally not provided, though you may be able to use accrued paid time off at the start of your leave. Benefits are typically suspended during an unpaid personal leave and reinstated upon your return to work.

Returning to Work After Leave

When your leave is over, UPS will reinstate you to the same position you held before taking leave, or to an equivalent position with equivalent pay, benefits, and other terms and conditions of employment.

If you‘re returning from FMLA leave, you may be required to provide a fitness-for-duty certification from your health care provider stating that you‘re able to resume work. If you‘re unable to return to work at the end of your 12-week FMLA entitlement, you may request an extension of your leave, which will be evaluated based on business needs and applicable laws.

For military leave, USERRA requires UPS to reinstate you to the position you would have attained had you not been absent due to military service, or to a comparable position if you‘re no longer qualified for the position due to disability sustained during service.

Real-Life Examples and Tips

To illustrate how UPS‘s leave policy works in practice, let‘s look at a couple real-life examples:

Sarah, a UPS package handler, is pregnant with her first child and plans to take maternity leave. She has worked full-time at UPS for 3 years. Sarah notifies her manager and HR of her intent to take FMLA leave at least 30 days before her due date and provides the necessary medical certification.

Sarah‘s 12 weeks of job-protected FMLA leave will begin when her baby is born. She uses her accrued paid vacation and sick time to cover the first 3 weeks of leave. For the remaining 9 weeks, the leave is unpaid, but she receives partial pay through UPS‘s short-term disability plan. Sarah‘s health insurance continues during her leave as long as she pays her premiums.

When her leave is over, Sarah is reinstated to her package handler position with the same pay and benefits. She works with her manager to adjust her schedule to accommodate her needs as a new mother, such as taking breaks to pump breastmilk.

John, a UPS freight driver, is called to active duty military service for one year. He notifies his manager and provides his official orders as soon as possible. Under USERRA, John is entitled to unpaid military leave for the length of his deployment. He will receive differential pay from UPS to cover any gap between his military pay and regular UPS pay.

John arranges for his spouse to pay his portion of health insurance premiums during his leave to maintain continuous coverage for his family. When John returns from service, he is reinstated to his freight driver position with the same pay and benefits.

If you‘re considering a leave of absence from UPS, here are some tips to keep in mind:

  • Understand your rights and entitlements under federal, state, and local leave laws and UPS policy. Consult with HR or your union representative if you have questions.

  • Provide as much advance notice as possible for foreseeable leave, at least 30 days when practicable. If leave is unforeseeable, notify your manager as soon as possible.

  • Have a plan for covering your work responsibilities while you‘re away. Cross-train colleagues, document processes, and communicate openly with your team.

  • Budget and save in advance if you‘ll be taking unpaid leave. Consider building an emergency fund to cover expenses during your time off.

  • Take care of yourself during leave, whether it‘s bonding with a new child, caring for a loved one, or recovering from an illness. Leave is a time to focus on your own well-being.

  • Stay in touch with your manager and HR during your leave and provide periodic updates on your situation and return to work plans.

Resources for More Information

If you have additional questions about UPS‘s leave of absence policy, here are some resources to consult:

Remember, every leave situation is unique. It‘s important to discuss your specific circumstances with your manager and the Benefits team to ensure you‘re getting the support and guidance you need.

Taking a leave of absence can be a stressful and uncertain time, but know that you‘re not alone. UPS‘s leave policies exist to support employees when they need it most. By understanding your rights and entitlements, planning ahead, and communicating openly, you can take the time you need to focus on what matters most while protecting your job and benefits.