Unpaid Leave
Segal may offer unpaid leave in certain situations. Whenever possible, you must provide at least 30 days’ advance notice of the need for leave by notifying both your manager and HR – Benefits. If advance notice is not possible, notice must be provided as soon as the need for leave becomes known.
Personal leave
Segal recognizes that in some circumstances, you may need time away from work for reasons that are not covered by formal leave policies. You may apply for an unpaid personal leave of absence if you have completed at least one year of service and are an employee in good standing. Requests should be made in writing to your manager, and approval is based on job performance, length of service and business considerations.
In most cases, an unpaid personal leave may be granted for up to 90 days. During this time, you will not receive salary, will not accrue vacation time and will not be paid for holidays. You will continue to earn service credit in the pension and profit sharing plans.
During a personal leave, certain benefits end on your last day of active employment. These benefits include short-term and long-term disability, workers’ compensation and travel accident insurance. Other benefits, such as life insurance, medical, dental and vision, end at the end of the month following 30 days of leave. At that time, you’ll receive a COBRA notice, which gives you the option of continuing benefits with us on a direct-pay basis.
Military leave
Segal provides military leaves of absence in compliance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) and applicable state laws to support employees who serve in the U.S. Armed Forces, National Guard, or the commissioned corps of the Public Health Service — whether service is voluntary or involuntary. You are eligible for military leave benefits and reemployment rights when you leave for and return from any type of uniformed service, including active duty and training. You should submit copies of your military orders to your manager as soon as practicable.
Military leave is generally unpaid, meaning no salary or holiday pay is provided during the leave period. However, Segal may supplement your military pay for the first three months of military leave if you have been employed by Segal for at least six months, provided your military pay does not already exceed your regular Segal pay.
Family and Medical Leave Act (FMLA) leave
The Family and Medical Leave Act (FMLA) provides eligible employees with job‑protected, unpaid leave for certain family and medical reasons. You may be eligible for FMLA leave if you have worked for Segal for at least one year and completed at least 1,250 hours of work during the 12‑month period immediately preceding the start of the leave. You must apply for FMLA leave with The Hartford. Up to 12 weeks of FMLA leave in a 12‑month period may be taken for the following reasons:
- Bonding with a newborn child, newly adopted child or placement of a child for foster care (within 12 months of birth or placement)
- Your own serious health condition that prevents you from performing one or more essential job functions
- Caring for a child, parent or spouse with a serious health condition
- A qualifying military exigency related to a spouse, son, daughter or parent on active duty or notified of an impending call to active duty
- Caring for an injured service member who sustained a serious illness or injury in the line of active duty (up to 26 weeks)
FMLA leave is generally unpaid but may run concurrently with short‑term disability benefits, workers’ compensation benefits, Segal paid family leave or applicable state-paid family and/or medical leave benefits, or accrued unused vacation time. When applicable, paid time runs concurrently with FMLA leave and counts toward the FMLA leave maximum. FMLA provides job protection, meaning you will be reinstated to your position or an equivalent position, consistent with applicable law.