Leaves of absence

A typical maternity leave is actually a combination of a medical leave for the period of your pregnancy and recovery, followed by parental leave for bonding with your baby.

It is common to have 6–8 weeks of medical leave for an uncomplicated delivery. The actual period of your medical leave is based on the time your doctor certifies you are unable to work before and after delivery.

During your pregnancy medical leave, you will receive partial income-replacement payments from Lincoln Financial—or from your state disability plan, plus top-up payments from Gen.

During your parental leave, you will receive 100% of your base salary or on-target earnings (OTE) from Lincoln Financial for up to 12 weeks, unless you’re covered by a state family leave plan.

• If you’re covered by a state family leave plan (including California VDI), you’ll receive top-up pay from Gen to bring you to 100% of OTE.

Generally, your maternity leave will qualify as an FMLA leave, and your job is protected for at least 12 weeks. 

You can take up to 12 weeks of paid leave to bond with a child within 12 months of the child’s birth, adoption, or foster placement.

You can take the time off all at once or in increments of at least two weeks each. The child’s birth or placement must occur after your Gen hire date.

During your parental leave, you will receive 100% of your base salary or on-target earnings (OTE) from Lincoln Financial for up to 12 weeks, unless you’re covered by a state family leave plan.

• If you’re covered by a state family leave plan (including California VDI), you’ll receive top-up pay from Gen to bring you to 100% of OTE.

Generally, your parental leave will qualify as an FMLA leave, and your job is protected for up to 12 weeks. 

You can take up to 12 weeks of paid leave within a 12-month period because of your own illness or injury when the need is certified by your doctor.

During your medical leave, you will receive partial income-replacement payments from Lincoln Financial—or from your state disability plan, plus top-up payments from Gen.

Generally, your medical leave will qualify as an FMLA leave, and your job is protected for up to 12 weeks.

You can take up to 12 weeks of unpaid leave within a 12-month period to care for your child, spouse, domestic partner, or parent with a serious health condition. You may be required to submit a doctor’s certification for the medical condition.

Generally, your family care leave will qualify as an FMLA leave, and your job is protected for up to 12 weeks
 

Under the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), you have the right to be reemployed with Gen following service in the United States uniformed services if you meet these criteria:

• Provide advance written notice of your service and a copy of your military orders.
• Have five years or less of cumulative service in the uniformed services while with Gen (except in certain cases where military service continues because of war or national emergency).
• Return to work or apply for reemployment in a timely manner after conclusion of service.
• Have not been separated from service with a disqualifying discharge or under other than honorable conditions.
• Military leave applies to active duty, active duty training, inactive duty training, full-time National Guard duty, and examinations to determine fitness for duty.

Eligibility

All Gen team members who are U.S. citizens are eligible for U.S. military leave, regardless of whether you have served in the military previously.

Gen will pay the difference between your military pay and your normal Gen base salary (if your military pay is the lower of the two) for the duration of your active military leave up to 12 months.

Reservist leave

Reservists will be granted up to two weeks of annual military reservist leave and will receive regular pay from Gen less any military pay received.