Sometimes you need time away from work to care for yourself or a family member. Albertsons gives eligible associates the time needed to accommodate planned or unplanned situations.  Review the information on this page to understand the types of leave available.

If you experience an on-the-job accident, injury or illness, inform your manager or HR Representative as soon as possible. An incident will be reported on your behalf. If you require medical attention once an incident has been reported, you can contact Sedgwick, our administrator for work-related accidents, injuries and illnesses. Sedgwick can provide additional direction and answer any questions you may have and can be reached at 800-854-6188 M-F 9 am-5:30 pm MT.

If you will be off from work, you must also file a leave request in myACI with the Centralized Leave Team. You can also contact the Associate Experience Center at 888-255-2269 option 6 to file a leave request.

If you need to take time off from work due to your own non-work-related illness, medical condition or procedure, you may be eligible to take a Medical Leave of Absence (LOA). A Medical LOA can provide a break from work obligations so you focus on your health and recovery. If your leave is related to pregnancy and childbirth, review the Pregnancy and Childbirth Leave of Absence below.

When you’re unable to work due to your own illness or injury, you may be eligible for job protection under the Family  Medical Leave Act (FMLA) for up to 12 weeks if you have worked for Albertsons Companies for at least 12 months and for at least 1,250 hours in the 12 months before your leave begins.

Your income may be replaced by short-term disability insurance and other programs available to you depending on the state in which you work. You can also use available sick pay, vacation, paid time off (PTO) or flexible time off (FTO) to top off your weekly pay to no more than 100% of your full wages (when combined with other available income sources).

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If you are pregnant, you may be eligible to take time off under the Pregnancy and Childbirth Leave of Absence (LOA).  Non-birthing parents and parents adding to their family via adoption or foster care placement, should review the Bonding, Adoption and Foster Care Leave of Absence below.

When you’re unable to work due to your own pregnancy, you may be eligible for job protection under the Family  Medical Leave Act (FMLA) for up to 12 weeks if you have worked for Albertsons Companies for at least 12 months and for at least 1,250 hours in the 12 months before your leave begins.

Your income may be replaced by short-term disability insurance and other programs available to you depending on the state in which you work. You can also use available sick pay, vacation, paid time off (PTO) or flexible time off (FTO) to top off your weekly pay to no more than 100% of your full wages (when combined with other available income sources).

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Non-birthing parents and parents adding to their family via adoption or foster care placement may be eligible to take time off under the Bonding, Adoption and Foster Care Leave of Absence.

You can use this type of leave as a non-birthing parent (or birth parent after your pregnancy leave period) to bond with a new child after birth or placement via adoption or foster care.

With this type of leave, you may be eligible for job protection under the Family Medical Leave Act (FMLA) for up to 12 weeks if you have worked for Albertsons Companies for at least 12 months and for at least 1,250 hours in the 12 months before your leave begins.

In general, this type of leave is unpaid. Some states offer paid family leave benefits. You can also use available sick pay, vacation, paid time off (PTO) or flexible time off (FTO) to top off your weekly pay to no more than 100% of your full wages (when combined with other available income sources).

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You can use Care of a Family Member Leave of Absence to care for a seriously ill or injured family member.

With this type of leave, you may be eligible for job protection under the Family Medical Leave Act (FMLA) for up to 12 weeks if you have worked for Albertsons Companies for at least 12 months and for at least 1,250 hours in the 12 months before your leave begins.

In general, this type of leave is unpaid. Some states offer paid family leave benefits. You can also use available sick pay, vacation, paid time off (PTO) or flexible time off (FTO) to top off your weekly pay to no more than 100% of your full wages (when combined with other available income sources).

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Under some circumstances, you may take leave intermittently when medically necessary to care for a seriously ill family member or because you are seriously ill and unable to work. Intermittent Leave may be taken in separate blocks of time as short as one hour.

If you are taking Intermittent Leave, you must follow the standard absence reporting policies for your location and report time to your CLT Administrator within 48 hours of each absence. Submit your leave usage via myACI>My HR>Leave of Absence. If you are unable to submit your leave usage via myACI, call the Associate Experience Center at 888-255-2269, option 6 to report each instance of your Intermittent Leave usage time.

In general, Intermittent Leave is unpaid. Some states offer paid family leave benefits. You can also use available sick pay, vacation, paid time off (PTO) or flexible time off (FTO) to top off your weekly pay to no more than 100% of your full wages (when combined with other available income sources).

Important

Intermittent leaves may be approved for a specific frequency (how often you require time off) and duration (how many hours and/or days off per episode). If your absences often exceed your approved frequency and/or duration, or if the Company receives information that calls into question the validity of the absence(s) or of the certification, the Company may request recertification of your approved frequency and/or duration, if permitted by federal/state law.

Example of an Intermittent Leave Approval

Start Date – End Date: 6/10/2024 – 8/10/2024
Duration: 2 hours
Frequency: 2 times per week

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You can use Personal Leave of Absence for up to six months for reasons not covered by another leave of absence. Requests for a Personal Leave must be approved by your manager and/or HR Representative before you can file a claim for the leave and may require supporting documentation. You can re-apply for an additional six months of Personal Leave not to exceed a total of 12 months. The total number of months may be limited for union associates as defined by the Collective Bargaining Agreement.

A Personal Leave is not eligible for job protection, so it is not guaranteed that your position will be held for you while you are out.

In general, this type of leave is unpaid. You may use available vacation, paid time off (PTO), flexible time off (FTO) and unused personal holidays prior to beginning your Personal Leave. Pay will stop once you’ve exhausted your available paid benefits.

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If you or a family member is a victim of domestic violence, sexual assault or stalking and you are seeking services or medical attention, you may be eligible to take an unpaid Personal Protected Leave of Absence.

Military leave allows you to take time off for your military service. Under the Uniformed Services Employment and Reemployment Act of 1994 (USERRA), you are entitled to take leave to serve in the uniformed services (including the Armed Forces of the United States, the Armed Forces Reserves and the National Guard) and undertake certain types of service in the National Disaster Medical System. Military leave is granted for the following reasons:

  • Reserve training leave for inactive duty, such as weekly or monthly meetings or weekend drills.
  • Temporary military leave, when ordered to active duty, for training for a period not to exceed 180 calendar days.
  • Extended military leave, when an associate enlists or is ordered into active-duty service of any length or active-duty training in excess of 180 days.
  • Emergency National Guard leave, when an associate who as a member of the National Guard is called to active duty by proclamation of the governor during a state of emergency. (An associate who as a member of the National Guard is called to active federal military duty at the request of the president of the United States is not eligible for emergency National Guard leave, but will be granted extended military leave.)
  • Civil Air Patrol leave, when an associate who as a volunteer member of the Civil Air Patrol is directed and authorized to respond to an emergency operational mission of a State Wing of the Civil Air Patrol.
  • Physical examination leave, when an associate is required to take a pre-induction or pre-enlistment physical examination.

Military leave is unpaid, so your Albertsons Companies pay will cease while you are on military leave. However, you may use available vacation, PTO or FTO while on military leave.

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Military Care of a Family Member

An eligible associate who is the spouse, child, parent, or next of kin of a covered servicemember may use up to 26 weeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness. A covered servicemember is a current servicemember or a veteran.

Current servicemember means:

  • A current member of the Armed Forces, including members of the National Guard or Reserves,
  • Undergoing medical treatment, recuperation, or therapy, or is in outpatient status, or is on the temporary disability retired list,
  • For a serious injury or illness.

For a current servicemember, a serious injury or illness is an injury or illness incurred by the servicemember in the line of duty on active duty in the Armed Forces or that existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces, and that may cause the servicemember to be medically unfit to perform their military duties.

Veteran means:

  • A veteran of the Armed Forces, including veterans of the National Guard or Reserves,
  • Who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness, and
  • Who was recently discharged – that is, within the previous five years before the employee first uses FMLA leave for the veteran’s care.

For a veteran, a serious injury or illness is an injury or illness incurred in the line of duty when the veteran was on active duty in the Armed Forces, including any injury or illness that resulted from the aggravation of a preexisting condition in the line of duty on active duty. Additionally, the injury or illness must have made the veteran medically unfit to perform their military duties, or it must be an injury or illness that qualifies the veteran for certain benefits from the Department of Veterans Affairs or substantially impairs the veteran’s ability to work.

Qualifying Exigency Leave

An eligible employee may use up to 12 workweeks of FMLA leave for certain reasons, known as qualifying exigencies, when their spouse, child, or parent is on covered active duty or under an impending call to covered active duty.

Covered active duty means:

  • For a member of the Regular Armed Forces, duty during deployment with the Armed Forces to a foreign country, or

  • For a member of the National Guard or Reserves, duty during deployment with the Armed Forces to a foreign country under a call or order to active duty in support of a contingency operation.

Deployment to a foreign country means deployment to areas outside of the United States, the District of Columbia, or any territory or possession of the United States. It also includes deployment to international waters.

Qualifying exigencies include, but are not limited to:

  • Making childcare arrangements for the military member’s child,

  • Attending certain military ceremonies and briefings, or

  • Making financial or legal arrangements to address a military member’s absence.

Resources

  • Download a Military Care aof a Family Member and Exigency Leave of Absence Overview (coming soon).
  • For more information on taking a qualifying exigency leave under FMLA, see Fact Sheet 28M(c).
  • Review leave of absence FAQs.

If you need to take some time off due to the death of a family member, you are eligible for up to five days of bereavement leave with pay.

Bereavement leave is available upon the death of one of the following family members: child, spouse, domestic partner, parent, sibling, grandmother, grandfather, or grandchild, mother-in-law, father-in-law, brother-in-law, sister-in-law, cousin, niece, nephew, aunt, or uncle.

Notify your manager of your leave as soon as possible. Then, request a leave by submitting a request via myACI > My HR > My Time Away.

  • Choose Request Absence
  • Select Funeral Leave

The Company may request verification of the need for your absence before approving your leave. Verification might include:

  • Death certificate
  • Newspaper article
  • Memorial program

If asked, submit your verification to the HR contact requesting it.

Do You Live in California, Illinois or Oregon?

If you live in California, Illinois or Oregon, you must also request bereavement leave with the Centralized Leave Team (CLT) if wish to take more than 5 days. The quickest and easiest way to request a leave is by submitting a request via myACI > My HR > Leave of Absence. If you are unable to submit a request via myACI, call the Associate Experience Center at 888-255-2269, option 6.

Pay and Benefits

Your pay and benefits will continue uninterrupted for up to five days of bereavement leave.

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