You can call Sedgwick for questions or updates at 800-492-5678.
Getting paid while on LOA
You may be able to get paid while on a leave, depending on the type of leave you take. Leave types eligible for paid benefits include
- Military differential, if eligible
- Earned PTO, including any remaining personal or sick time (for salaried associated, truck drivers, and eCommerce hourly associates only)
- Short- and long-term disability benefits
- Workers' compensation
For more information, see Getting Paid
Pay your benefit premiums
To keep up your medical and other benefits coverage during your leave, you must continue to pay the benefit premiums normally deducted from your paycheck:
- If you're eligible for short-term disability benefits during your leave, your premiums will be deducted automatically from your disability check.
- If you're on an unpaid leave, or if you exhaust your short-term disability benefits, you must pay your premiums yourself by the Friday of the end of each pay period. Your coverage may be cancelled after a 30-day grace period for non-payment of your premiums.
To learn how your payment amount and how to make payments, contact People Services at 800-421-1362.
Returning from Leave
What you need to know
Sedgwick will contact you to confirm your return date seven days before your scheduled return to work. To avoid missed pay and to make sure you have access to the systems needed for your job, use the interactive voice response to report your return to work by calling Sedgwick. Depending on your situation, you'll need to take a few steps to get ready to return to work:
- Return to work certification – bring your completed certification form on your first day back to work or submit a copy to Sedgwick prior to returning.
- Understand your work accommodations, if any – our Accommodations Service Center team is happy to support your return to work and will work with you and your medical provider on understanding your needs. Sedgwick will guide you through this process. See the restrictions, adjustments and accommodations section for more details.
The Family and Medical Leave Act (FMLA) allows you 12 weeks of job protection. If you return to work within the job protection period, you are entitled to the position you held prior to going on leave, or a similar position with the same rate of pay and benefits.
Some states offer additional job protection; see the leave policies in the LOA Toolkit.
You can check your remaining days of job protected leave using mySedgwick. Sedgwick will notify you, your manager and your HR representative when you have used all your job-protected time.
Returning from a non-job-protected leave
If you return to work from a leave not covered by job protection, you are not entitled to your former position. Your HR representative and manager will work with you to apply for open positions for which you may be qualified. If no position is available immediately, you will remain in an inactive status for up to 30 days while you continue to search for a position.
Restrictions, adjustments and accommodations
In some cases, your medical provider may release you to work with certain medical restrictions, such as limited lifting or standing. You'll need to have your medical provider describe these restrictions on the Return to Work Certification form. Sedgwick will work with you, your medical provider and your facility to determine if a job adjustment or an accommodation is available that can help you perform your job. This could include stools, modified dress code, assistive devices, food/drink, parking, availability changes, equipment, or job assistance.
To ensure a smooth transition back to work:
- Have your medical provider complete the Return to Work Certification form if your leave is for your own medical condition. You'll find the form in the initial leave packet from Sedgwick or download the Return to Work Certification (PDF) form and print it. You can also get the form on mySedgwick.
- Fax the completed Return to Work Certification to Sedgwick at 859-264-4372 or 859-280-3270 or email it to WalmartForms@Sedgwicksir.com or upload to mySedgwick.
- Notify your manager of your return date and provide a copy of your Return to Work Certification to your manager and your HR associate prior to your return to work.
- Remember, you'll be required to submit your actual return to work date to Sedgwick by either calling Sedgwick or by submitting the actual return to work date using mySedgwick. This helps us make sure your pay will be processed accurately and ensures you’ll have access to the systems needed for your job. And keep in mind that if Sedgwick doesn’t know about your return to work status, it could result in missed pay.
If you have restrictions when you are ready to return to work
If you need help performing your job due to medical restrictions, work with your medical provider and Sedgwick to plan your return before you expect to come back. Sedgwick will help by:
- Clarifying the appropriate job restrictions with your medical provider.
- Discussing these restrictions with your manager or HR representative to identify possible job adjustments.
- Referring you to the Accommodation Service Center to determine if there is a reasonable accommodation available which would assist you in returning to your job. If you are unable to perform the job functions of your previous position, either with or without a reasonable accommodation, your leave may be extended, or you may be offered reassignment to another position.