Everything you need to know about our leave programs!
Chuze recognizes the need for employees to take time away from work, whether it is for themselves, a family member, or a future family member! Regardless of the reason, we want to make sure that employees are fully aware of their options, how the leave process works, and, most importantly, that they are fully supported throughout the leave process by the Benefits team and their leadership team.
Please review this page and submit a Leave of Absence Request form to begin the process.
Chuze offers leave of absences for a variety of reasons. The eligibility requirements vary by program and, sometimes, by geographical location. Just scroll down to the bottom of the page to find out more information on our leave programs by location.
The leave process is very simple.
- Once you are aware that you may need to take a leave, complete the leave of absence request from as soon as possible. (Be sure to communicate your need for a leave with your leadership as well)
- Once the Benefits team is notified about your need to take a leave, you will be notified via email about the following:
- Your eligibility status — If you are/are not eligible for a leave program and the type of leave program.
- Applicable notices and disclosures
- Options (if any) for paid leave
- Required documents to approve your leave — Typically, a medical certification completed by your doctor.
- Return to work instructions — If necessary a return to work clearance may be required.
- Work with the Benefits Team to complete appropriate leave of absence documentation.
- Once your leave has been approved we will need to be informed if there is a change with your leave status such as to request an extension, accommodations, or discuss a possible return to work (In some cases you will need to be cleared before you can be schedule to work). If that needs to be communicated, please reach out to the [email protected] as soon as possible so we can provide you with next steps.
- Two weeks before your planned return, the benefits team will reach out to coordinate your return to work. With your manager we will provide you with all the necessary information needed for your return.
Two weeks before your planned return, the benefits team will reach out to coordinate your return to work. With your manager we will provide you with all the necessary information needed for your return. If necessary, you will need a return to work notice completed and returned to the Benefits Team.
Email return to work notices to: [email protected]
If you are ready to return to work before your planned return date, please contact the Benefits team to discuss your options.
Chuze offers leave of absences for expecting parents, if an employee needs to care for themselves or an eligible family member and for employees that are currently serving or will be serving in the US Armed Forces. Eligibility requirements must be met for some leave programs and depending on an employee’s geographical location, some leave programs may not be available.
Leave Programs by State
Below are a list of leave programs Chuze offers. Programs vary by the state so please choose the state applicable to you when looking at available programs. The Chuze Benefits Team will determine eligibility for any leave programs offered by Chuze.
FMLA (Family Medical Leave Act)
- Allows eligible employees to take up to 12 weeks of unpaid leave for qualifying reasons.
For more information on FMLA, click here.
USERRA (Uniformed Service Employment and Reemployment Act)
- Allows employees who are currently serving in the US Armed Forces or planning to service in the US Armed Forces, to take unpaid leave for military related duties (i.e., deployment, training, etc.)
For more information military leave under USERRA, click here.
FMLA (Family Medical Leave Act):
- Allows eligible employees to take up to 12 weeks of unpaid leave for qualifying reasons.
For more information on FMLA, click here.
CFRA (California Family Rights Act):
- Allows eligible employees to take up to 12 weeks of unpaid leave for qualifying reasons.
For more information on CFRA, click here.
PDL (Pregnancy Disability Leave):
- Allows pregnant employees to take unpaid leave that is directly related to their pregnancy. Employee’s must have a disability that is related to the pregnany in order to be eligible.
For more information on PDL, click here.
*CFRA, FMLA and PDL may run concurrently. For more information on how these leaves are used together or separately, click here.
USERRA (Uniformed Service Employment and Reemployment Act)
- Allows employees who are currently serving in the US Armed Forces or planning to service in the US Armed Forces, to take unpaid leave for military related duties (i.e. deployment, training, etc.)
For more information military leave under USERRA, click here.
Wage replacement
PFL (Paid Family Leave)
- Supplemental pay program provided by the State of California to assist employees with wage replacement in the event they need to take unpaid time off to care for an eligible family member. This is a wage replacement program only, it is not a job protected leave of absence program provided by Chuze.
For more information on PFL, click here.
SDI (State Disability Income)
- Supplemental pay program provided by the State of California to assist employees with wage replacement in the event they need to take unpaid time off to care for themselves due to a serious health condition. This is a wage replacement program only, it is not a job protected leave of absence program provided by Chuze.
For more information on SDI, click here.
FMLA (Family Medical Leave Act)
- Allows eligible employees to take up to 12 weeks of unpaid leave for qualifying reasons.
For more information on FMLA, click here.
USERRA (Uniformed Service Employment and Reemployment Act)
- Allows employees who are currently serving in the US Armed Forces or planning to service in the US Armed Forces, to take unpaid leave for military related duties (i.e., deployment, training, etc.)
For more information military leave under USERRA, click here.
FMLA (Family Medical Leave Act)
- Allows eligible employees to take up to 12 weeks of unpaid leave for qualifying reasons
For more information on FMLA, click here.
USERRA (Uniformed Service Employment and Reemployment Act)
- Allows employees who are currently serving in the US Armed Forces or planning to service in the US Armed Forces, to take unpaid leave for military related duties (i.e., deployment, training, etc.)
For more information military leave under USERRA, click here.
FMLA (Family Medical Leave Act)
- Allows eligible employees to take up to 12 weeks of unpaid leave for qualifying reasons
For more information on FMLA, click here.
USERRA (Uniformed Service Employment and Reemployment Act)
- Allows employees who are currently serving in the US Armed Forces or planning to service in the US Armed Forces, to take unpaid leave for military related duties (i.e., deployment, training, etc.)
For more information military leave under USERRA, click here.
FMLA (Family Medical Leave Act)
- Allows eligible employees to take up to 12 weeks of unpaid leave for qualifying reasons
For more information on FMLA, click here.
USERRA (Uniformed Service Employment and Reemployment Act)
- Allows employees who are currently serving in the US Armed Forces or planning to service in the US Armed Forces, to take unpaid leave for military related duties (i.e., deployment, training, etc.)
For more information military leave under USERRA, click here.
FMLA (Family Medical Leave Act)
- Allows eligible employees to take up to 12 weeks of unpaid leave for qualifying reasons
For more information on FMLA, click here.
USERRA (Uniformed Service Employment and Reemployment Act)
- Allows employees who are currently serving in the US Armed Forces or planning to service in the US Armed Forces, to take unpaid leave for military related duties (i.e., deployment, training, etc.)
For more information military leave under USERRA, click here.
Trying to return to work?
Sometimes its necessary to have a return to work notice completed by your Doctor in order to return to work. The Benefits Team will let you know if its needed.
Contact your Benefits team with any LOA questions.