US Leave of Absence

World Wide Technology uses a 3rd party leave administrator, Total Absence Management (TAM), to manage the leave of absence process for our employees. To apply for a leave of absence, you can call TAM at 855-287-3420 or apply through Vantage using the "Applying for Leave in Vantage" guide. We also have several FAQs that can be accessed through our Self Service Portal, linked below. Please note that links through the portal are only accessible to active WWT employees. You must be signed into an authorized device to access these links.

LOA FAQs

Paid and Unpaid Leave FAQs

Employees who have completed at least 12 months of service with WWT and worked a minimum of 1,250 hours during the past 12 months may be eligible for up to 12 weeks of FMLA leave. FMLA is an unpaid, job-protected benefit that runs concurrently with WWT's paid leave policies, when applicable. For further details, please consult our US Employee Handbook. Time used under FMLA re-accrues on a 12-month rolling calendar basis. 

Full-time employees who have completed one (1) year of consecutive full-time employment may be eligible for up to 6 weeks of company-paid medical leave, paid at 100% of an employee's regular weekly wage rate. 

Paid medical leave can be used under the following circumstances:

1. Serious Health Condition:
   Employees who are unable to work for an extended period due to a serious health condition (as determined by provisions under the FMLA) and are under a physician's care may be eligible for up to six (6) weeks of paid medical leave in a rolling twelve (12) month period.
2. Illness or Injury of Covered Family Members (Illinois Only)
   Employees in Illinois who are unable to work for an extended period due to an illness or injury of a covered family member may be eligible to use up to three (3) of their six (6) weeks of paid medical leave in a rolling twelve (12) month period. Covered family members for purposes of this policy include the employee's child, spouse, domestic partner, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent.
3. Pregnancy and/or Childbirth:
   Employees who are unable to work due to pregnancy and/or the delivery of a child may be eligible for up to six (6) weeks of paid medical leave and an additional six (6) weeks of parental leave.

Employees on a continuous leave for their own serious health condition, including pregnancy/childbirth, are required to provide HR with a return to work note completed by their healthcare provider before or upon their return.

Please refer to the US Employee Handbook for additional details on our Paid Medical leave policy. 

Full time employees are eligible for up to six (6) weeks of paid parental leave, effective the first of the month following their hire date. This is paid at 100% of an employee's regular weekly wage rate (fully paid by WWT) and can be used for the birth of a child or placement of a child for adoption with the employee. This time off can be taken continuously or intermittently (minimum 1-week increments) but must be used within the first 12 months after the birth or placement. Please reference the linked parental leave & resources FAQs below to learn more about this benefit and other benefits our expecting and new parents can take advantage of.

Parental Leave and Resources FAQs

Family Planning and Support FAQs

Upon hire, WWT employees are eligible for up to 15 days of paid military training leave annually, and up to 26 weeks of differential pay for those called to active duty. Paid military training is paid at 100% of an employee's regular weekly wage rate; for those on active duty, WWT pays the difference between an employee's WWT base pay and their military pay. For additional military leave policy details, please review the US Employee Handbook and the Military Leave FAQs, linked below.

Military Leave FAQs

Managers are crucial in the leave of absence process. If you have any questions or feel one of your team members may need a leave of absence, submit a ticket via the Self Service Portal. We have a helpful knowledge article, linked below, with FAQs we hear from managers with employees on a leave of absence. Additionally, we offer monthly training to our managers, linked below, specific to the leave of absence and accommodation process.

Leave of Absence Training for Managers

Leave of Absence FAQs (For Managers)

All the paid time off below should be logged on your timecard via Timex or Kronos. If you have any questions, please submit an AskHR ticket via the Self Service Portal. 

PTO (Paid Time Off)

Full-time employees accrue PTO per pay period based on their years of service with WWT. Please refer to our PTO Knowledge Article for additional details on accrual rates, rollover policies, and other FAQs. 

For information regarding PTO accrual for part-time employees, please reference our Part-Time Benefits Guide found on our US Benefits Page.

Holidays 

Full-time employees are eligible for WWT observed holidays upon hire and will receive their standard rate of pay. The following holidays are observed:

New Years Day, Martin Luther King Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and the following Friday, Christmas Eve, & Christmas Day. The company at its discretion will apply one floating holiday per year where it deems appropriate. 

You can find the specific dates each holiday falls on during the current calendar year on the home page of our Self Service Portal. 

Funeral (Bereavement) Pay

Up to five consecutive working days off with pay at the employee's standard rate may be granted for a death in the employee's immediate family. Please refer to our US Employee Handbook on the Self Service Portal for clarification on who is considered an immediate family member. If you require additional time off for bereavement, please open an AskHR ticket via the Self Service Portal.

Jury Duty

Full-time employees summoned for jury or witness duty will be granted time off at their standard rate of pay between the amount paid by the court. This leave is restricted to no more than fifteen (15) working days in a rolling twelve (12) month period. Please provide your manager with the court summons as soon as available. 

Provide payroll@wwt.com a copy of court receipt(s) for them to process any differential pay owed. Refer to the US Employee Handbook for additional information.

For more information about our paid and unpaid leave policies and benefits, please reference our Knowledge Article on the Self Service Portal.