Aerospace provides different categories of leave responding to diverse needs for time away from work.
The Hartford administers all leaves of absence for Aerospace employees. If unsure about the type of leave, please contact the Employee Benefits Service Center (EBSC) at 310.336.2400.
Leave Policy – P-20
Family and Medical Leave Policy – P-21
Leave of Absence Request Form – 4782
Pregnancy Disability Leave (PDL)
Eligible from date of hire if disabled and unable to work due to pregnancy.
PDL is for a period of up to four months unpaid job-protected leave if medically disabled due to pregnancy. May use occasional sick leave (five business days), supplemental sick leave, SDI, STD, or accrued vacation time.
Family and Medical Leave (FMLA)
Eligible after 12 months of service and 1,250* hours worked in the previous 12 months. FMLA is up to 12 weeks of unpaid, job-protected leave in a 12-month period because of your own serious health condition or:
- Care for an immediate family member.
- Birth of a child of the employee.
- Placement of a child for adoption or foster care.
FMLA includes any period of disability due to pregnancy and may be used intermittently.
Paid Parental Leave (PPL)
Eligible on date of hire. PPL provides 4 weeks of pay to parents within the first 12 months following the birth, adoption or foster placement while employed at The Aerospace Corporation. Eligible employees can take a maximum of 160 hours of paid parental leave within 12 months following the birth, adoption, or foster placement of a child.
California Family Rights Act (CFRA)
Eligible after 12 months of service and 1,250 hours worked in previous 12 months. CFRA is up to 12 weeks of unpaid, job-protected leave in a 12-month period to care for or bond with newborn child; or to care for a child placed with you for adoption or foster care. Pregnant women eligible for FMLA/CFRA are entitled to take the 12 weeks of CFRA bonding leave after their pregnancy disability leave ends.
Non-California Post Pregnancy Leave
Eligible after 12 months of service and 1,250 hours worked in the previous 12 months. This unpaid, job-protected leave is for a period up to 12 weeks in a 12-month period to care for/bond with a newborn child; or to care for a child placed with you for adoption or foster care.
Regular full-time and regular part-time employees are eligible. Personal leave is for a period longer than two consecutive weeks but less than one year. Unpaid time off for any period less than two weeks is considered active employment and is reported as a no-pay absence. This leave may be granted for personal reasons such as extended travel, personal financial business not in conflict with corporate business, civic responsibilities, undertaking an elective or appointive position in governmental service, accepting a corporate-sponsored position with another not-for-profit organization, a short-term assignment at a college or university, or a pre-retirement absence. (See P-21).
Regular full-time and regular part-time employees are eligible. Up to three days of paid time off is provided as bereavement leave due to the death of an immediate family member. This may be extended up to five total days if traveling to a funeral site (absence may be approved by management). (See P-21).
Military Reserve Active Duty
Regular full-time and regular part-time employees who serve as active members of the military reserves are eligible. Time away from work may be taken for military training or service, not to exceed a cumulative length of five years. Supplemental pay is provided for the first 180 days to ensure that total military pay and supplemental pay together equal the amount of your regular base salary. Reinstatement rights apply, as applicable by law. (See P-21.7)
Military Spouse Leave
Employees working at least 20 hours, on average, per week are eligible. Military Spouse Leave is an unpaid absence allowing you up to 10 work days of time off when your spouse or domestic partner is on leave from active military duty. (See P-21.8)
All Employees are eligible. If disabled, the Corporation will participate in an interactive process with you (ongoing dialogue between you and appropriate representatives of the corporation) about options for reasonably accommodating your disability
All Employees are eligible. Workers’ Compensation is mandated by state law to cover job-related injury or illness. If injury or illness results in lost time from work beyond three days, you may be eligible for a workers’ compensation leave of absence. (See P-21.3)
*FMLA entitles eligible full-time and part-time employees up to 12 work weeks of unpaid, job-protected leave in a 12-month leave year period. The employee must have worked at least 1,250 hours during the 12-month period immediately preceding the employee’s leave.
The Hartford determines eligibility for leaves and they process required notifications to ensure that Aerospace is in compliance with federal and state regulations, and consistent in applying Aerospace leave policies. Federal and state regulations include:
- Rehabilitation Act of 1973
- Americans with Disabilities Act of 1990 (ADA)
- Family and Medical Leave Act of 1993 (FMLA)
- California Family Rights Act (CFRA)
- California Workers’ Compensation laws