2023 Guide: Lowe’s Leave of Absence FAQs

If you work for Lowe’s, you may need to take a leave of absence at some point. This could be due to health issues, family matters, or other personal reasons.

To help employees navigate the process, Lowe’s provides a Leave of Absence FAQs guide that outlines important information such as eligibility requirements, how to request a leave of absence, and what happens to your benefits while you’re on leave. Understanding this guide is important for Lowe’s employees who may need to take a leave of absence in the future.

Understanding Lowe’s Leave Policies

If you are an employee of Lowe’s, it is important to know and understand the different leave policies available to you. These policies are in place to ensure that employees have the necessary time to focus on personal and medical issues while still being able to return to work.

Here is a breakdown of Lowe’s different leave policies.

Types of Leaves Offered at Lowe’s

Family and Medical Leave Act (FMLA): This policy allows eligible employees to take up to 12 weeks of unpaid leave per year for certain family and medical reasons.
Short-term disability (STD) leave: This policy provides eligible employees with up to 26 weeks of paid leave for an injury, illness, or pregnancy-related condition that leaves them unable to work.
Extended disability (ED) leave: This policy provides eligible employees with an extended period of paid leave for an injury, illness, or pregnancy-related condition that leaves them unable to work beyond the initial 26 weeks provided by STD leave.
Personal leave of absence (PLOA): This policy is available for employees who need time off for personal reasons, such as caring for a family member, attending a funeral, or relocating.

Lowe’s Call-Out Policy Explained

What is the Lowe’s call-out policy: Lowe’s operates on a no-fault attendance policy which allows for 3 call-outs within a rolling 90 day period before disciplinary action is taken.
When to call out: Employees should only call out if they are unable to attend work due to an illness or emergency that requires their absence.
How to call out: Employees must follow the procedure as outlined in the company’s absence policy by notifying their direct supervisor or manager.
Consequences of violating the policy: Employees who violate the call-out policy by not reporting to work on their scheduled shift or failing to report absence in a timely manner can be subject to disciplinary action, including termination of employment.

Eligibility for an LOA (Leave of Absence) at Lowe’s

If you are a Lowe’s employee and need to take leave from work due to personal or medical reasons, you may qualify for a leave of absence (LOA). However, eligibility for LOA varies depending on the specific leave type.

Eligibility for FMLA Leave

The Family and Medical Leave Act (FMLA) is a federal law that entitles eligible employees to take unpaid, job-protected leave for certain family and medical reasons. To be eligible for FMLA leave, you must have worked at Lowe’s for at least 12 months and have worked at least 1,250 hours during the previous 12 months.

FMLA leave can be taken for a variety of reasons, including the birth or adoption of a child, caring for a family member with a serious health condition, or your own serious health condition.

In order to apply for FMLA leave, you will need to provide supporting documentation from a healthcare provider.
You must also provide at least 30 days’ notice when the leave is foreseeable.

Eligibility for STD and ED Leave

Short-Term Disability (STD) and Extended Disability (ED) are two additional types of LOA that Lowe’s employees may be eligible for. To qualify for STD or ED, you must have worked for Lowe’s for at least one year and have worked at least 1,250 hours during the previous 12 months.

You must also meet the eligibility requirements set by the insurance provider that Lowe’s uses for these types of leave. STD covers time off for illnesses or injuries and ED covers time off for illnesses or injuries that require a longer recovery period.

Requesting an LOA at Lowe’s

If you need to take a leave of absence (LOA) from work at Lowe’s, you can submit a request and follow the approval process.

The LOA Request and Approval Process

Submitting an LOA request at Lowe’s is a straightforward process. You can do it by:

Speaking to your HR representative at your location.
Using Lowe’s online portal to request a leave.
Calling the HR Service Center at 1-888-HRINFO5 (1-888-474-6365).

Once you submit your request, you should receive a response within a few days. If your leave gets approved, you will get information on how long it is and when it is due to start.

Make sure to confirm everything with your manager so that you are both on the same page.

Returning to Work after LOA

When your LOA is over, you will need to follow the process as per your manager or HR representative’s instructions. To return to work at Lowe’s:

You must inform the HR representative or your manager that you’re ready to return and are available.
You should inform them if you have any restrictions or accommodations required in returning to work due to a medical condition or disability.
You may need to provide certification with your doctor’s approval if you were on a medical leave of absence, so be sure that you give this to your manager before returning.

Please note that Lowe’s complies with all requirements of the FMLA for employees who are eligible for protection under them. If you’re eligible for FMLA leave, you have additional rights that you can take advantage of.

Benefits during LOA at Lowe’s

When an employee takes a leave of absence (LOA) at Lowe’s, there are some benefits that they are eligible for. This includes Insurance and Medical Benefits, 401(k) Benefits and Paid Time Off.

Insurance and Medical Benefits While on LOA

While on LOA, eligible employees can maintain their medical, dental, and vision insurance coverage. This includes both employee and dependent coverage.

However, the employee is responsible for paying their portion of the premium each month.

401(k) Benefits While on LOA

Employees who contribute to Lowe’s 401(k) plan can continue to do so while on LOA. However, if the employee is not receiving a paycheck, their contributions will not be matched by the company.

FAQs About Lowe's Leave of Absence

Can I take an LOA for personal reasons?

Yes, employees may take leave for personal reasons under certain circumstances, such as serious illness or injury, military service, or to care for a family member with a serious health condition.

What is the maximum duration of an LOA at Lowe's?

The maximum duration of an LOA differs depending on the reason for taking the leave. For instance, the maximum leave duration for a family and medical leave is 12 weeks in a 12-month period.

How long does it take to approve an LOA request?

Lowe's will review and respond to leave requests within a reasonable timeframe, which varies depending on the circumstances of each leave request.

Can I extend my LOA beyond the initial duration?

Extensions to an LOA may be available, but it will depend on the reason for the leave and other factors. Employees are advised to speak with their HR representative regarding LOA extensions.

Do I have to provide documentation to justify my LOA request?

In some cases, employees may be required to provide documentation to support their LOA request. This can be a doctor's note for medical leave or military orders for service leave.

What happens to my job while I'm on LOA?

Lowe's complies with all legal requirements concerning employee protections while on leave. Generally, employees are entitled to return to the same position or a comparable one when they return from LOA.

Conclusion

When it comes to taking a leave of absence from work, Lowe’s provides its employees with the necessary resources and accommodations. Whether it’s family and medical leave, or short and long-term disability, Lowe’s ensures that their employees can take the time they need to address personal matters.

With competitive pay and various benefits available, employees can feel secure knowing that they have the support they need during challenging times.

References

Lora Turner

Lora Turner is an Experienced HR professional worked with the large organizations and holding 15 years of experience dealing with employee benefits. She holds expertise in simplifying the leave for the employee benefits. Contact us at: [email protected]