Leave of Absence (LOA)

Specialized recognizes there are certain times in life when an extended leave of absence (LOA) from work may be necessary. LOAs require coordination with your manager and People & Culture to ensure appropriate accommodations are made.

We conform to the various state and federal leave laws, policies and guidelines. If you qualify for the time away to be counted towards Family and Medical Leave Act (FMLA) allotment, your job can be protected for up to 12 weeks. FMLA runs concurrent with other leave programs. Your rights under FMLA can be found on the federal labor posters.

If your state provides any paid benefits for disability or family leave, you are responsible for filing and managing those claims directly with your state. During an LOA, time off accrual is paused and will restart upon return to work. Missed insurance premium deductions while on leave will be covered by the company during an approved LOA, unless otherwise noted. Email HR-Ops@Specialized.com if you have questions or need to initiate a leave of absence. To follow are types of leave and provisions for each, effective January 1, 2018:

MEDICAL LEAVE

  • Time away due to an injury or illness which prevents you from performing the essential functions of your job.

  • Duration is based upon physician’s certification. A return-to-work certification is required from your physician in order to return to work following a medical leave. Specialized will evaluate light duty requests and accommodate physician prescribed restrictions where possible, but cannot always do so depending on the specific circumstances.

  • Our Short Term Disability insurance (if approved) covers 60%* of your pay. You may also use any accrued paid time off, but are not required to do so.

* If you live in California, you will file an SDI claim with the state to cover the first 60% or 70% of your pay (depending on state covered wage maximums); the company’s STD program picks up any remaining benefit up to 60% of your wages. Visit the Benefits Hub for STD plan benefits and limitations.

 

FAMILY LEAVE

  • Time away to care for a family member who has a serious health condition.

  • Duration may be up to 12 weeks in a 12 month period measured forward from the first use.

  • Family Leave is unpaid.* You may use your accrued paid time off, but are not required to do so.

If you live in California, PFL may apply.

 

MATERNITY DISABILITY LEAVE

  • Medical leave specifically for birth mothers before and after the birth of a child.

  • Based upon physician’s certification. Generally 6 – 8 weeks.

  • New birth mothers qualify for the equivalent of full pay for up to 6 weeks while on Maternity Disability Leave.* This is achieved through a combination of any applicable disability plans, state paid benefits, and a company paid supplement. People & Culture will provide instructions for maximizing these programs to keep you whole for up to 6 weeks. Maternity Disability Leave lasting longer than 6 weeks will be covered only by approved disability plans or state benefits. You may use paid time off to supplement disability pay gaps, but are not required to do so.

* If you live in California, SDI may apply. The company supplement covers pay after state and STD benefits have been applied.

 

PARENTAL BONDING LEAVE

  • Time away from work for a new parent to bond with a newborn or newly adopted child.

  • Duration may be up to 12 weeks, which may be taken consecutively, or intermittently within the first 12 months following the birth or adoption. If you qualify for the time to be counted towards Family and Medical Leave Act (FMLA) allotment, your job can be protected for up to 12 weeks. Your rights under FMLA can be found on the federal labor posters.

  • A new parent qualifies for the equivalent of full pay while on Parental Bonding Leave for up to 6 weeks.* This is achieved through a combination of any applicable state paid benefits and a company paid supplement. People & Culture will provide instructions for maximizing these programs to keep you whole for a 6 week period. Parental Bonding Leave lasting longer than 6 weeks will not be paid. You may use accrued paid time off, but are not required to do so.

* If you live in California, PFL may apply. The company supplement covers pay after state benefits have been applied.

 

MILITARY LEAVE

  • Time away from work for military service, whether short or long term. We comply with all state and federal requirements.

  • Duration may be any length of time as ordered by the military.

  • Military Leave is unpaid by Specialized. You may use accrued paid time off while on Military Leave, but are not required to do so.

 

PERSONAL LEAVE

  • Time away from work for personal matters should be covered by use of accrued paid time off plans. Unpaid leave of absence requests for personal reasons may be considered and approved on a case by case basis. Approval is at management’s discretion.

  • A teammate using paid time off plans for personal reasons is not considered to be on a leave of absence. Unpaid time off requests for personal reasons up to 2 weeks are not considered to be a leave of absence. Unpaid time off requests exceeding 2 weeks should be managed as a leave of absence.

  • Duration is based upon management’s approval.

  • Personal Leave, if approved, is unpaid.

  • Insurance premium deductions will be put in arrears and collected upon return to work.