Leaves of Absence

In an effort to improve the processing time and simplify the claims experience for employees, Watts has contracted with Matrix Absence Management (Matrix), a division of Reliance Standard Life Insurance Company, to administer the Short Term Disability (STD), Long Term Disability (LTD) and Family Medical Leave Act (FMLA) programs.

If you expect to be out of work for more than three days, notify your supervisor and HR Partner as soon as possible and contact Matrix within 30 days of your leave date to file your claim. Claims can be filed using the Matrix eServices Mobile App, through their website, or by phone. Once your claim has been opened, Matrix will work with you and your doctor to obtain any information needed to process your claim.

Disability Benefits

When you’re disabled, your medical insurance generally covers most of your medical expenses, such as doctor visits, physical therapy, and prescription drugs. Disability benefits can help you cover your day-to-day living expenses.

Short-Term Disability (STD)

You’re automatically enrolled in this company-paid benefit. It pays you for up to 26 weeks provided you meet the disability definition and are approved by the carrier. You’re considered disabled when, due to an injury or sickness, you’re unable to perform the material and substantive duties of your regular occupation, are under regular care of a doctor and your disability results in a loss of weekly income of at least 20%.

If you meet the criteria, your benefits will begin on the first day following a non-occupational accidental injury or on the 8th day following a non-occupational sickness. It is to be paid retroactively to the first day of any hospital confinement. 

Long-Term Disability (LTD)

This is an optional benefit you can elect to provide a level of income protection should you still be disabled after the 180-day STD period has elapsed. At that point, if you elected this benefit and your disability is approved by the insurance provider, you’ll begin receiving monthly payments. You can receive a Long-Term Disability benefit up until your normal retirement age under the Social Security Act. However, if you become disabled at or after age 65, benefits are payable according to an age-based schedule.

Keep in mind that if you elect LTD when you’re first benefits-eligible, you do not need to answer medical questions. However, if you elect LTD any time after your initial eligibility period, you’ll need to complete an Evidence of Insurability (EOI) form and submit it to Reliance Standard Life Insurance.

Medical Leaves of Absence

If you believe you need a medical leave of absence, contact Human Resources. Determinations regarding granting the leave, length of the leave, reinstatement following the leave, and continuation of benefits will be made by Matrix in accordance with applicable law. Leave under this policy runs concurrently with leave under any local, state, or federal law to the extent permissible under applicable law.

Family and Medical Leave Act (FMLA) of 1993

You may be eligible for FMLA if you:

• Have worked for Watts for at least 12 months,
• Worked at least 1, 250 hours in the 12-month period immediately preceding the commencement of the leave

Please refer to the FMLA policy under the Policies and Procedures page of the Human Resources section of Connect Americas. Please refer to the Current Handbooks and Site Supplements page for state specific FMLA requirements.

Paid Parental Leave

Whether you’re expecting a new baby or adopting a child, Watts offers Paid Parental Leave for you to care for and bond with your child. You may be eligible for Paid Parental Leave if you’re:

• A regular, full-time, active employee
• Working 30 or more hours per week
• Expecting a baby through birth or surrogacy or adopting a child age 17 or younger

If eligible, you may take up to eight (8) weeks of paid parental leave at your current rate of pay during the first 12-month period following the birth or adoption.

For more detailed information, please see the policy.

Military Service

Federal law provides employees with the right to take leave in order to serve in the military. At the federal level, military leave rights are governed by the Uniformed Services Employment and Reemployment Rights Act, commonly referred to as USERRA. This policy discusses military leave under USERRA. 

State laws may also provide employees with rights to take military leave. If you work in a state that provides rights in addition to those provided under USERRA, Watts will provide those rights. If you plan to request leave based on military service, contact Human Resources for information on any additional rights or requirements, if applicable, under state law.

Bereavement

Bereavement leave is intended to help you complete necessary arrangements and to attend any services. If you need to take bereavement leave, please contact your manager no later than the first day of your absence. Any unpaid leave request associated with bereavement days must be approved by your manager and coordinated with Human Resources and Payroll. Watts reserves the right to verify all absences.

In addition to absences covered by Watts’ Paid Time Off Policy, Watts will provide up to a maximum of three paid working days of bereavement leave for the death of an immediate family member. Immediate family members include:

• Spouse, registered domestic partner or legal equivalent
• Mother, father, mother-in-law, father-in-law, parents of a registered domestic partner or legal equivalent
• Son, daughter
• Brother, sister
• Grandmother, grandfather
• Granddaughter, grandson or step relation

At Watts’ sole discretion, special consideration may also be given to any other person with whom you had a similar relationship to any of the above relationships.

Unpaid Personal Leave of Absence (Non-Medical)

At some point you might have a serious personal situation that prompts you to request an unpaid leave of absence. Since many reasons exist for requesting a leave of absence, it is impossible to establish rules to cover all cases.

A request for such a leave of absence must be submitted to your immediate manager and coordinated with Human Resources. Careful consideration will be given to all valid requests and will be granted at Watts’ sole discretion, and only when consistent with Watts’ business needs and requirements. Employees with fewer than 90 days of service are not eligible to request an unpaid leave of absence.

For more detailed information on personal leaves of absence, please see the policy. 

Jury Duty 

If you’re selected for jury duty, you must submit the jury duty subpoena to your manager as soon as you receive it, allowing your manager to make arrangements for proper coverage.

Employees on jury duty will be paid the difference between the jury duty pay and their regular rate of pay. Documentation from the court is required for payment and should be provided to your manager.

Employees may be expected to return to their jobs if they’re excused from jury duty during regular working hours.

If an employee works in a location with greater or different jury duty leave rules, Watts will comply with all requirements.

Other Leaves of Absence

Many states require employers to provide employees with additional leaves of absence, such as pregnancy disability leave, bone marrow donation leave, and school activities leave. Please check the applicable state supplement to the Handbook for additional information and contact Human Resources with any questions.