Navigating Your Leave of Absence, Part 1 of 2
Lincoln Absence Management Services

In the first installment of our two-part series, we’ll introduce Lincoln Absence Management Services and provide an overview of the leave of absence and disability benefits available to eligible employees. Learn about Lincoln’s role, the types of leave and disability benefits they administer and the resources available to help guide you through the process. Stay tuned for Part 2, where we’ll walk through how to request a leave, what to expect during the process and tips for a smooth experience.

Kettering Health acknowledges you may need to arrange for extended time off from work (greater than seven days) to address special needs. As described below, an LOA may be granted based upon eligibility requirements. It may be a paid or unpaid period of time away from active employment status depending on specific circumstances surrounding the request. Lincoln Absence Management Services provides employees with quick access to experts who will answer questions, review guidelines and provide information regarding a job protected medical or family leave of absence. Lincoln AMS will be administering all federal and state mandated leaves of absence for Kettering Health.

Reasons for Leave of Absence:

• Serious health condition of yourself, spouse, child or parent
• Birth, adoption or placement of a child/foster child
• Personal leave
• Military Leave

Types of Leaves of Absence:

• Family Medical Leave (FML) – The Family and Medical Leave Act (FMLA) is a federal law that may apply when you are unable to do your job due to a “serious health condition.”
• Extended Medical Leave (EML) – Can be requested if unable to return to work after 12 weeks of FMLA have been used.
• Personal Leave – Medical – May be requested for an employee’s own physician-supported, medical-related condition. This leave is available for employees who do not meet FMLA eligibility.
• Personal Leave – Non-Medical – May be requested to address other types of needs such as mission trips, education or other personal situations.
• Military Leave – Please reference Military Leave knowledge article for details.
• Maternity Leave – May be requested for an employee’s own condition.

Paid Parental Leave:

• To support new parents in taking time off while continuing to receive their regular pay, both mother and partner employed by Kettering Health are eligible for two weeks of paid parental leave following the birth or adoption. For mothers, paid parental leave will begin after short-term disability (STD) ends. Paid parental leave must be used within the first 12 months of the child’s birth or adoption.
• For benefit eligible employees, the mother will receive two weeks paid following STD (during bonding time). Bonding time must be taken consecutively within the first 12 months of the child’s birth or adoption.
• The mother receives six-to-eight weeks of STD depending on how they deliver. Lincoln would then convert the leave to “bonding” and would receive two weeks paid parental leave and then they can take the remaining bonding weeks paid or unpaid by their PTO. Maternity leave is 12 weeks max (six-to-eight weeks STD, the remaining weeks are considered bonding but with two weeks being paid).
• Partner may take two weeks paid leave anytime within the first 12 months of child’s birth or adoption.
• The two weeks paid is based on your current rate of pay and FTE at the time of your leave of absence.
• Bonding time must be taken consecutively.

Pay While on Leave:

• The first seven consecutive calendar days of any leave of absence for your own medical condition are paid with available PTO benefits of the employee. These PTO hours should be entered into time and attendance by the leader/timekeeper.
• Kettering Health understands and supports the need for employees to maintain at least a minimal amount of disability benefits.
• Short-Term Disability (STD) partially replaces an eligible employees’ income if they become totally or partially disabled. Approval for STD is determined by Lincoln based on documentation provided by the employee’s provider.
  • STD provides up to 12 weeks of weekly disability pay.
  • STD begins on the eighth day after seven days of 100% PTO.
    • Eligible employees are automatically enrolled in the core plan. 
    • Core Plan: 60% of wages up to a maximum benefit of $500/week.

Employees may choose to purchase a higher level of STD benefits through a buy-up plan.

• Buy-up Plan: 70% of wage up to a maximum benefit of $1500/week

• Long-Term Disability (LTD) partially replaces your income if you remain totally disabled and under a physician’s care for more than 12 weeks.
  • LTD benefits are payable upon the exhaust of your STD benefit.
  • Eligible employees are automatically enrolled in the core plan.
    • Core Plan: 40% of wage up to a maximum benefit of $1,000/month.
  • Employees may choose to purchase a higher level of LTD benefits through a buy-up plan.
    • Buy-up Plan: 60% of wage up to a maximum benefit of $5,000/month.
  • Core disability coverage begins on your date of hire, as long as you are actively at work for a full day.
• Employees can elect buy-up coverage for disability benefits during the enrollment process.
• All disability benefits are administered through Lincoln.
• All disability benefits are based on your FTE and rate of pay at the time of the disability (overtime shift differentials are not included).
• An employee can elect to use PTO to supplement their STD/LTD. Reminder the elimination period will be paid with PTO. Please note, during the elimination period, employees within their first 90 days of hire can use negative PTO allowance. Negative PTO cannot be used to supplement STD/LTD, as it is after the elimination period (or first seven consecutive calendar days of any leave of absence). 
  • Once an employee’s leave is approved, the employee will be provided a form to complete. The form will state if the employee wants to utilize PTO to supplement their disability/leave. Once the form is completed the employee is instructed to submit the form to benefits@ketteringhealth.org. If the form is not submitted, the default is no PTO will be utilized. PTO will be utilized within the pay period the form is submitted. The PTO form has been attached to this article.

Starting a Leave of Absence:

• Employees can initiate a leave of absence claim by following the process below:
• Contact your manager 30 days prior to the beginning of your leave or as soon as possible
• Employees cannot request a leave of absence with Lincoln Financial Group more than 30 days in advance of the leave start date. If any employee requests a leave outside of the 30 days, your leave claim will be voided with Lincoln and you will be required to request a new leave of absence. 
• Review the KH Leave of Absence policy.
• Company Code: Kettering
  • Contact Lincoln at 800-281-9135 or LincolnFinancial.com to initiate the leave claim.
  • When you open a claim, have your health care provider’s name, phone number, and fax number available or email the information to Lincoln.

If you anticipate needing time away from work, contact your manager and Lincoln Absence Management Services as early as possible to explore your options and receive guidance. By planning ahead and staying informed, you can focus on what matters most while navigating your leave with confidence.