Getting Paid

What you need to know

In general, a leave of absence isn’t paid—it’s an extended time away from work. That said, there are options, including short-term disability benefits or using your earned PTO, to help maintain your income while you’re away from work on an approved LOA.

Sign up for 2-step verification at work before your LOA for quick, secure access to your claims, benefits, PTO, and payroll information while you’re away.

Depending on your circumstances, your options can include:

Paid time off (PTO)

You can use earned PTO to cover your income while you’re away. If you submit a short-term disability claim, you can use earned PTO for the seven-calendar-day unpaid waiting period before your approved claim starts. To learn more about PTO, click here.

Short-term disability benefits:

If you have a serious medical condition requiring a leave for more than seven calendar days, we’ve got a benefit for that. To initiate a short-term disability claim, reach out to Sedgwick.

  • Remember, you have a seven-calendar day waiting period before short-term disability benefits start. To get paid during that waiting period, you can use your available PTO. Refer to the Paid Time Off (PTO) policy for more details.
  • Once Sedgwick approves your short-term disability claim:
    • Full-time hourly associates:
      • Get 50% of their average weekly wage for up to 25 weeks under the short-term disability basic plan. If your disability-related leave began before March 1, 2021, there's still a $200 weekly maximum.
      • Get 60% of their average weekly wage for up to 25 weeks with no weekly maximum under the short-term disabilty enhanced plan.
      • Associates in CA, HI, NJ, NY and RI will receive short-term disability pay through their state’s disability program, which may have different benefits and maximums.

Please note: Your disability payments are based on your salary as of your last day worked. If you are on leave when annual increases go into effect, you will not receive your increase until you return from your leave.

 

Special Information for Associates Working in the following states

California

California Paid Family Leave (CA PFL) is a paid leave program that gives associates in your area time away from work to welcome a new child, care for themselves, and care for their families.  

 

The CA PFL has made the following change: 

 

  • Starting July 1, 2020, the CA PFL is expanding from six weeks to eight weeks of paid leave. 
  • To access the program, file a claim directly using the state's website.

Connecticut

Connecticut’s Paid Leave Program (CTPL) is a statewide insurance program designed to give associates paid time away from work so they can care for themselves and their family members during difficult times. It’s funded by premiums paid by the associate into a statewide trust fund. There are two phases of the program:

 

  1. Funding the program – Beginning Jan. 1, 2021, all associates who live in Connecticut will start paying into the state’s trust program through payroll deductions.
  2. Paid leave becomes available – Beginning Jan. 1, 2022, all eligible Connecticut associates can take paid leave.

District of Columbia

District of Columbia Paid Family Leave (DC PFL) is a paid leave program that gives associates in your area time away from work to welcome a new child, care for themselves, and care for their family members in certain circumstances.

 

New benefits began October 1, 2021, it offers:

 

  • Up to six weeks of paid leave for your own medical condition.
  • Up to six weeks to care for another family member.
  • Up to 2 weeks to receive prenatal care (these two workweeks are included as part of the six weeks of paid medical leave).
  • Up to eight weeks to welcome a new child through birth, adoption, or foster care placement.
  • You're eligible if you've spent more than 50% of your time working in the District over the last year, with no requirements for minimum hours or length of service.

 

To access the program, apply on the District's website at https://dcpaidfamilyleave.dc.gov/.

Hawaii

Hawaii Temporary Disability Insurance (HI TDI) is a leave program that gives eligible associates working in Hawaii paid time away from work to care for themselves in certain circumstances. If eligible, associates can take up to 26 weeks if they have a serious illness or injury.

To access the program, contact Sedgwick at 800-492-5678 or mySedgwick.com.

Massachusetts

Massachusetts Paid Family and Medical Leave (PFML) is a statewide program that gives associates job-protected paid time away from work to bond with a new child or to care for themselves and their family members during life’s most difficult times. All Massachusetts associates are eligible, including part-time and temporary. Starting Jan. 1, 2021, associates can take:

 

  • Up to 12 weeks to welcome a new child into their family through birth, adoption, or foster care placement.
  • Up to 20 weeks if they have a serious illness or injury.
  • Up to 26 weeks to care for a family member who is a covered service member. 
  • Up to 12 weeks to provide support when a family member is on active military duty or has been notified of an impending order to active duty.

 

Starting July 1, 2021, they can also take up to 12 weeks to care for a relative with a serious illness or injury.

New Jersey

New Jersey Family Leave Insurance (NJ FLI) and Temporary Disability Insurance (NJ TDI) are leave programs that give eligible associates working in New Jersey paid time away from work to care for themselves or their family members in certain circumstances.

 

The NJ FLI has made the following changes:

 

  • Starting July 1, 2020, the NJ FLI is expanding from six weeks to 12 weeks of paid leave. The maximum number of days of intermittent leave you can take is also increasing, from 42 to 56.

To access the program, contact Sedgwick at 800-492-5678 or mySedgwick.com

Rhode Island

Rhode Island Temporary Caregiver Insurance (RI TCI) and Temporary Disability Insurance (RI TDI) are leave programs that give eligible associates working in Rhode Island paid time away from work to care for themselves or their family members in certain circumstances. If eligible, associates can take:

  • Up to 26 weeks if they have a serious illness or injury
  • Up to 4 weeks to take time away from work to care for a seriously ill family member or to bond with a newborn child, adopted child or foster child.

To access the program, contact www.dlt.state.ri.us or www.dlt.ri.gov/tdi.

Washington

Washington State (WA) has a Paid Family and Medical Leave (PFML) benefit for associates working in WA. This state paid leave benefit is funded by both associates and Walmart. To make the most of your maternity benefits, if you work in WA, you may be eligible for both state PFML benefits in addition to Walmart’s paid maternity benefits. Here’s how it works:

 

  1.  File a claim for WA PFML  begin by contacting WA to file a PFML claim by going to the state’s dedicated website: www.esd.wa.gov or call 833-717-2273    
  2. File an LOA claim with Sedgwick – be sure to start an LOA claim with Sedgwick in addition to WA. Use the mySedgwick online tool to start your Walmart LOA claim.    
  3.  Send your WA PFML award letter to Sedgwick – once approved by the state, WA will send you an award letter outlining your PFML benefits. Send a copy of your award letter as soon as you receive it to Sedgwick, as this letter will help Sedgwick determine if you are eligible for additional benefits from Walmart, including longer job protection while you’re on LOA.    
  4. Coordinating paid leave benefits – for associates eligible for both Walmart’s short-term disability benefits and WA PFML, you’ll need to first apply with WA for your state benefits. Walmart will supplement the state benefit with short-term disability benefits through Sedgwick. This means the total paid disability benefits between both the WA PFML plus Walmart short-term disability benefits would not exceed 100% of your income prior to your leave.  
  5.  Use your earned PTO – just a reminder, you can use your earned PTO to get paid during any waiting periods for either your state or Walmart maternity leave benefits. And your earned PTO is available to you during your maternity leave. Let Sedgwick know if you’d like to use your earned PTO while on leave.    


Please note:
 Since you can’t receive more than your income prior to taking PFML, using your PTO while on WA PFML may lead to you receiving a reduced benefit from the state.

Please contact WA’s dedicated PFML experts by calling 833-717-2273 or read the Quick Reference Guide for more details.   

 

Maternity Benefit

This benefit supports new mothers with up to 9 weeks of protected paid time away from work at 100% of their average weekly pay with the first seven-calendar-day waiting period unpaid.
 

Who’s eligible:

All full-time hourly are eligible for maternity benefits. Here’s how it works:

  • Full-time hourly associates – eligible following 12 months of service
  • Part-time and temporary associates – not eligible

 

How it works:

You can take up to 9 weeks of protected paid Maternity Leave, following a seven-calendar-day unpaid waiting period.

  • You’ll receive 100% of pay (based on average weekly wages).
  • You can also use the parental benefit (see below) for an additional six weeks, for a total of 16 weeks of protected paid leave.
  • This maternity benefit is part of our short-term disability benefit.

There’s a seven-day unpaid waiting period before benefit start; you can use earned PTO to get paid during that waiting period.

Because this benefit is part of Walmart’s short-term disability coverage, you’ll need to file a claim with Sedgwick. It’s important to file before the baby’s due date to make sure your benefits are paid right away.

Here’s how it adds up to 16 weeks of paid protected leave:

alt

Parental Benefit

The parental benefit supports associates who become a parent through a birth, adoption or foster-care placement with up to six-weeks of protected paid time away from work.
 

Who’s eligible:

It’s available to all full-time associates who become a parent through a birth, adoption, or foster-care placement and who’ve worked at Walmart for at least 12 months as of date of child’s birth, and to eligible associates in all states, including California and other Paid Parental Leave States.

The associates must be eligible when they become new parents in order to receive this benefit. (Except for associates working in Washington State as you may be eligible for state benefits if you became a parent through birth, adoption, or foster-case placement in 2019. See the state’s website for more details https://www.esd.wa.gov/)

How it works:

Eligible associates can take up to six weeks of protected paid parental leave.

  • Time away needs to be taken continuously.
  • You can take time at any point in the 12 months following the date you became a new parent.

Special Information for Associates Working in the following states

California

California Paid Family Leave (CA PFL) is a paid leave program that gives associates in your area time away from work to welcome a new child, care for themselves, and care for their families.  

 

The CA PFL has made the following change: 

 

  • Starting July 1, 2020, the CA PFL is expanding from six weeks to eight weeks of paid leave. 
  • To access the program, file a claim directly using the state's website.

Connecticut

Connecticut’s Paid Leave Program (CTPL) is a statewide insurance program designed to give associates paid time away from work so they can care for themselves and their family members during difficult times. It’s funded by premiums paid by the associate into a statewide trust fund. There are two phases of the program:

 

  1. Funding the program – Beginning Jan. 1, 2021, all associates who live in Connecticut will start paying into the state’s trust program through payroll deductions.
  2. Paid leave becomes available – Beginning Jan. 1, 2022, all eligible Connecticut associates can take paid leave.

District of Columbia

District of Columbia Paid Family Leave (DC PFL) is a paid leave program that gives associates in your area time away from work to welcome a new child, care for themselves, and care for their family members in certain circumstances.

 

New benefits began October 1, 2021, it offers:

 

  • Up to six weeks of paid leave for your own medical condition.
  • Up to six weeks to care for another family member.
  • Up to 2 weeks to receive prenatal care (these two workweeks are included as part of the six weeks of paid medical leave).
  • Up to eight weeks to welcome a new child through birth, adoption, or foster care placement.
  • You're eligible if you've spent more than 50% of your time working in the District over the last year, with no requirements for minimum hours or length of service.

 

To access the program, apply on the District's website at https://dcpaidfamilyleave.dc.gov/.

Massachusetts

Massachusetts Paid Family and Medical Leave (PFML) is a statewide program that gives associates job-protected paid time away from work to bond with a new child or to care for themselves and their family members during life’s most difficult times. All Massachusetts associates are eligible, including part-time and temporary. Starting Jan. 1, 2021, associates can take:

 

  • Up to 12 weeks to welcome a new child into their family through birth, adoption, or foster care placement.
  • Up to 20 weeks if they have a serious illness or injury.
  • Up to 26 weeks to care for a family member who is a covered service member. 
  • Up to 12 weeks to provide support when a family member is on active military duty or has been notified of an impending order to active duty.

 

Starting July 1, 2021, they can also take up to 12 weeks to care for a relative with a serious illness or injury.

New Jersey

New Jersey Family Leave Insurance (NJ FLI) and Temporary Disability Insurance (NJ TDI) are leave programs that give eligible associates working in New Jersey paid time away from work to care for themselves or their family members in certain circumstances.

 

The NJ FLI has made the following changes:

 

  • Starting July 1, 2020, the NJ FLI is expanding from six weeks to 12 weeks of paid leave. The maximum number of days of intermittent leave you can take is also increasing, from 42 to 56.

To access the program, contact Sedgwick at 800-492-5678 or mySedgwick.com

Washington

Washington State (WA) has a Paid Family and Medical Leave (PFML) benefit for associates working in WA. This state paid leave benefit is funded by both associates and Walmart. To make the most of your maternity benefits, if you work in WA, you may be eligible for both state PFML benefits in addition to Walmart’s paid maternity benefits. Here’s how it works:

 

  1.  File a claim for WA PFML  begin by contacting WA to file a PFML claim by going to the state’s dedicated website: www.esd.wa.gov or call 833-717-2273    
  2. File an LOA claim with Sedgwick – be sure to start an LOA claim with Sedgwick in addition to WA. Use the mySedgwick online tool to start your Walmart LOA claim.    
  3.  Send your WA PFML award letter to Sedgwick – once approved by the state, WA will send you an award letter outlining your PFML benefits. Send a copy of your award letter as soon as you receive it to Sedgwick, as this letter will help Sedgwick determine if you are eligible for additional benefits from Walmart, including longer job protection while you’re on LOA.    
  4. Coordinating paid leave benefits – for associates eligible for both Walmart’s short-term disability benefits and WA PFML, you’ll need to first apply with WA for your state benefits. Walmart will supplement the state benefit with short-term disability benefits through Sedgwick. This means the total paid disability benefits between both the WA PFML plus Walmart short-term disability benefits would not exceed 100% of your income prior to your leave.  
  5.  Use your earned PTO – just a reminder, you can use your earned PTO to get paid during any waiting periods for either your state or Walmart maternity leave benefits. And your earned PTO is available to you during your maternity leave. Let Sedgwick know if you’d like to use your earned PTO while on leave.    


Please note:
 Since you can’t receive more than your income prior to taking PFML, using your PTO while on WA PFML may lead to you receiving a reduced benefit from the state.

Please contact WA’s dedicated PFML experts by calling 833-717-2273 or read the Quick Reference Guide for more details.   

 

Questions?

You can review the full Hourly LOA policy to learn about these benefits or call the People Services team at 800-421-1362 for more details.
 

Long-term Disability

Long-term disability (LTD) coverage can pick up where your short-term disability coverage ends. Depending on which plan you choose to enroll for, LTD provides up to 50% or 60% of your average monthly wage. Certain maximums apply, and other benefits or income may reduce your payments. Learn more about long-term disability by going to the 2020 Associate Benefits Book with 2021 Summary of Material Modifications.

 

Legacy time

If you had a balance of sick time, personal time, or both before the PTO program took effect on March 5, 2016, those balances are kept in separate accounts for you to use under certain circumstances.

 

Personal time. You can use your existing personal time for any reason once you've used all your PTO and Protected PTO.

 

Sick time. You can also use your sick time when you miss work to care for a sick family member or for your own illness. You don't have to use all your PTO and Protected PTO first.

  • Associates in North Carolina who have used all of their PTO and Protected PTO can use up to 80 hours of sick time for the unpaid portion of a parental leave.

 

Using your time

To use your PTO or personal time, go to the Global Time & Attendance Portal (GTAP) or talk to the People Partner at your facility. To use sick time you'll need to talk to your People Partner.

 

Military Leave

If the pay you receive while on an approved Military Leave is less than your Walmart pay, Walmart will make up the difference with a pay differential under qualifying conditions to get you to your Walmart pay level. For details, see the Military Leave policy.

Contact Numbers
Documents

Related Content