Leave of Absence

There are times when you find that circumstances beyond your control may cause you to take a necessary leave of absence from your current position. If you plan to be out of work for 3 consecutive days or more please follow the action plan below to determine your eligibility:

Failure to properly comply with the leave approval requirements will result in disciplinary action up to and including termination of employment.  Absences incurred without leave approval will be classified as an unscheduled absence.

Step 1.

Call Cigna as soon as you know you will be absent for any of the reasons outlined in the All Types of Leaves Available area below.

Step 2.

Call Cigna at 1-888-842-4462 or (Español) 1-866-562-8421 anytime between 8:00 am – 8:00 pm EST, or visit the website 24/7 at www.mycigna.com.

1-888-842-4462 or visit www.mycigna. com

  • Select the ‘Review my Coverage’ tab from the header
  • Then select the ‘Disability/Leave of Absence’ from the drop-down
  • Click on ‘submit a request for a disability or leave of absence
Step 3.
  1. Your name, address, phone number, birth date, date of hire, social security number and your employer’s name.
  2. Date of your claim and when you plan to return to work. If you’re pregnant, give your expected delivery date.
  3. Name, address and phone number of each doctor you are seeing for this absence.

Cigna will ask for your permission to get your medical information. Here’s how it works:

  • After you give Cigna your claim information, you’ll be transferred to a recorded message.
  • Listen to the recording and answer “Yes” or “No” to the questions.
  • At the end of the recording, say “Yes” to finish your request

Team Members are responsible for:

  • Submit and provide all requested and required documentation throughout the leave process.
  • Communicate status to work to their Manager before, during and at the termination of the leave process.
  • Follow all reporting notifications.  Absences incurred without leave approval, will be classified as unscheduled.
  • Continue to pay for benefit premiums for the duration of leave, if approved.
  • Provide your Manager with a Release to Work note on the first day you return to work (for absences due to personal health issues).

 

When and How to Report Time Off

FMLA Leave

You need to report your leave if you are taking time for one of the following reasons:

  • Birth of a child and care of a newborn child.
  • Placement of a child with you for adoption or foster care.
  • Care for a spouse, child or parent with a serious health condition.
  • Qualifying exigency reason(s) due to a family member’s military deployment.
  • Care of a family member who’s incurred a serious injury or illness in the line of active military duty.
  • School activities.
  • Family medical appointment.
  • Alternative state leave – for yourself or a family member. Include leaves permitted by state law for crime victims and victims of domestic violence.

Disability Leave

You need to report your leave if you are absent or expect to be absent for more than 3-7 consecutive calendar days (including weekends depending on your location’s STD waiting period) due to your:

  • Illness
  • Injury
  • Pregnancy

When Should I Call CIGNA Again?

You should call CIGNA when:

  • You are able to provide a return-to-work date
  • You will return to work sooner than originally reported
  • You will return to work later than originally reported
  • You are taking time away from work related to an intermittent FMLA leave
  • You are reporting a new leave
What happens to my benefits when I am on leave

You will be required to continue to pay your portion of benefit premiums while on a leave of absence. You will be provided with instructions and the amount for your premium payments at the start of your leave of absence.  You will be responsible to pay the total amount of your benefit premiums each pay period you are on leave beginning with the pay period you do not receive a pay check or the amount earned was not enough to cover your benefit premium deduction.  Failure to pay team member benefit premiums may result in the termination of benefit coverage as of the last date payment was received.

Go here to pay for your benefits via PayPal

www.paypal.me/AAACarolinasPayroll

 

 

All Types of Leaves Available

There are times when you may need to be away from your job for an extended period of time because of illness, family obligations or other reasons. AAA Carolinas has a wide range of leaves of absence designed to address your needs for time away from work. The types of leave available include:

Bereavement Leave

Team Members receive up to 5 (five) consecutive scheduled days off to arrange for and attend the funeral of an immediate family Member, calculated at a maximum of eight hours per scheduled day and a maximum of 40 hours.

  • Spouse
  • Mother
  • Father
  • Child
  • Brother
  • Sister

Team Members receive up to 3 (three) consecutive scheduled days off for bereavement of an extended family Member, calculated at a maximum of eight hours per scheduled day and a maximum of 24 hours.

  • Grandparent
  • Grandchild
  • In-laws (mother and father only)
  • Step-parent
  • Step-children
  • Step-siblings

Bereavement time is available for all full and part-time Team Members upon their first day of hire. Team Members will be excused and receive pay for the days they were previously scheduled to work. Pay will be at their regular straight time hourly rate, and will not count as “hours worked” for overtime purposes. Should a death occur in a Team Member’s family, the Team Member should notify his or her manager as soon as possible.

Jury Duty

AAA Carolinas encourages Team Members to accept and fulfill their civic duty if asked to serve on a jury, and will not terminate or take other adverse employment actions against Team Members for such service. Team Members should notify their manager as soon as they receive a jury summons (or within 3 days of being notified) so necessary coverage can be arranged. Team Members must provide their managers with a copy of their jury summons.

Team Members who serve on a jury will be paid for their normal work schedule for each day they serve, up to a maximum of two weeks. In order to receive jury pay, Team Members are responsible for acquiring a certified statement by a court official specifying the dates and hours of jury attendance or forfeit jury compensation.

Team Members will only be paid for jury duty. Any other court appearances will be unpaid or taken as PTO/Vacation.

Family and Medical Leave of Absence (FMLA)

Team members who have worked for AAA Carolinas for at least 12 months and 1,250 hours may be eligible for up to 12 weeks of leave under the Family and Medical Leave Act (FMLA). FMLA leaves may be taken for the following reasons:

To care for the team member’s child after birth or placement for adoption or foster care;

To care for the team member’s spouse, son, daughter, or parent with a serious health condition;

To take medical leave when the team member is unable to work because of a serious health condition; or

To take leave for qualifying exigencies arising out of the team member’s spouse, son, daughter, or parent being on active duty or called to active duty status as a member of the National Guard or Reserves in support of a contingency operation.

Apply for Leave 

Short-Term Disability (STD)

AAA Carolinas provides income replacement for eligible team members who have a non-work related illness or injury that makes them unable to work for more than 7 work days. STD is designed to allow you to focus on your recuperation. There is not any cost to team members* for the Short Term Disability program.

Short Term Disability (STD) pays 60% of your regular weekly salary (maximum of $500/week) after a 7-day waiting period, for up to 13 weeks. STD is administered by an insurance company, which makes payment directly to you.

You must use all your accrued vacation and/or PTO benefits before STD benefits begin or to satisfy the 7-day waiting period whichever is longer.

Pregnancy is a covered event. STD provides benefits for the balance of 6 weeks for a regular delivery from the date of birth; the balance of 8 weeks are provided for a C-section delivery from the date of birth.

STD runs concurrent to a leave under the Family and Medical Leave Act (FMLA).

*Please note: Team members of our Car Care, TowMark and Fins Car Wash divisions, this is an optional benefit available for purchase.

Apply for STD 

Long-Term Disability (LTD)

When you suffer an illness, injury or disabling condition that prevents you from working for more than 13 weeks, AAA Carolinas offers Long-Term Disability Insurance (LTD) to provide supplemental income to allow you to focus on your recovery. LTD picks up where Short Term Disability leaves off, providing you with continuity in your income replacement.

LTD provides 50% of your regular monthly salary (maximum benefit $3,000/month) that you received before you became disabled. You can choose an optional buy-up plan**. LTD is administered by an insurance company, which makes payments directly to you.

*Please note: Team members of our Car Care, TowMark and Fins Car Wash divisions, this is an optional benefit available for purchase.

** Optional buy-up coverage provides an additional 10% of coverage and increases your monthly benefit to a maximum of $7,500/month.

Personal Leave of Absence

We understand that sometimes life events happen outside of an team member’s control before they are eligible for FMLA, or after they have exhausted their FMLA time. If a team member has an urgent personal problem or a family emergency, they must immediately contact their manager. Such requests will be reviewed on a case-by-case basis. Several factors will be considered, including, but not limited to, the reason for the leave, current business conditions, and the team members’s work record. Personal leaves must have prior approval from Human Resources and the team member’s manager.

Military Reserve Training or Active Military Service Leave

Team members who are inducted into the U.S. Armed Forces or who are reserve members of the U.S. Armed Forces or state militia groups will be granted leaves of absence for military service, training or other obligations in compliance with the state and federal laws. Team members may use accrued time-off but are not required to do so.

At the conclusion of the leave, team members generally have the right to return to the same position held prior to the leave or to positions with equivalent seniority, pay, and benefits.

Team members are requested to notify their supervisors as soon as they are aware of the military obligation. They will also be required to provide copies of the military order or appropriate notification forms.

Your Rights Under USERRA

Parental Involvement in School Activities

Any team member who is a parent, guardian, or standing in loco parentis of a school-aged child may take up to four hours of unpaid leave per year to attend or be involved at that child’s school.

Please refer to your team member Handbook for eligibility, payment and usage guidelines.

Workers’ Compensation (WC)

Workers’ Compensation is provided and designed to protect you if you have a job-related injury or illness that occurs as a result of performing your job. If you are injured or become ill, you may be able to receive a portion of your pay, certain types of rehabilitation and reimbursement for medical expenses.

How to Apply for Workers’ Compensation

Impact on your Benefits during a Leave of Absence

Your benefits may be impacted should you need to take a leave of absence. Obtain additional information.

ADA Accommodation Request

Steps for ADA Accommodation Request:

1)     Complete the form below

ADA Accommodation Request Form

2)     Upon receipt of this form, a member of our ADA Review team will send you packet of information.  You will have 15 days to complete the paperwork sent to you.

3)     When completed ADA packet is received, the ADA Review team will meet to review the request and determine if the accommodation can be made

4)     A meeting will be scheduled with you and your manager to review the decision of the ADA Review Team.

5)     A final written summary of decision will be emailed to you.

Important Documents