Leaves of absence
Types of leave
This type of leave is for full-time associates who have a personal medical condition (for example, illness, injury, pregnancy or surgery).
- If you are a client support team member or home office associate, this leave is unpaid unless you use accrued paid time off or qualify for short or long term disability. If you are a financial advisor1, you may be eligible for income continuation.
- You are required to take a medical leave if you have been or are planning on being absent for more than five consecutive business days for a personal medical condition.
- After one year of service and 1,250 hours worked, job protection is provided under the Family and Medical Leave Act (FMLA). If eligible, you're able to take up to 12 weeks of continuous leave or 480 hours intermittently.
This type of leave is for associates who have a baby or adopt, and associates who have a partner or spouse who has a baby or adopts. To be eligible, the associate must have been employed for at least 12 months and have worked at least 1,250 hours in the past 12 months.
The length of parental leave will depend on whether the associate is considered the primary or secondary caregiver.
- Primary caregivers get up to 16 continuous weeks of paid leave at 100% of their base earnings from the date of the birth or adoption.
- Secondary caregivers get up to two continuous weeks at 100% of their base earnings within 12 months of the date of the birth.
- The firm will offset Parental Leave Pay by any state or municipal paid bonding benefits received.
- Financial advisors1 only receive paid parental leave when the amount is greater than their earned commissions for the month.
This type of leave is for associates who are reporting for active military duty, including new enlistees and associates activated from the Reserves or National Guard. Military leave is also available for drills, annual training and other applicable training.
With the exception of annual training leaves, you will be paid a differential between your regular pay and your total military pay for up to six months in any 12-month period beginning on the first day of activation.
- If your activation period is less than six months, the remaining time (up to six months) will be applied to your future activation periods that may occur during the same 12-month period.
- If you receive the full six months of differential pay within a 12-month period, you must return from leave and remain actively employed for a minimum of six months in order to qualify to receive additional differential pay benefits.
This type of leave is for full-time and part-time associates who need to be absent for situations other than Medical, Parental, Disability/Income Continuation, or Military Leaves who are not eligible for Family Leave.
Approved leaves will be granted in 30 calendar day or smaller increments up to a maximum of 90 calendar days.
- Personal leave must be taken all at once and cannot be taken on an intermittent basis.
- Client support and home office associates must use any accrued vacation and personal time prior to taking a personal leave.
- Personal leaves are not job-protected.
This type of leave allows full and part-time client support team members (excluding on-calls) and home office associates to take up to 20 days off per trimester without pay. The leave doesn’t have to be taken on consecutive days.
Non-exempt (hourly) associates
You may take VUPL in increments of 0.25 hours. Any VUPL you take will not impact your eligibility for vacation, personal, and sick and safe time.
Note: Medical benefits eligibility for the next plan year is based on an average of at least 30 hours of service per week during the measurement period. Using VUPL will not count toward average hours of service per week for medical benefits purposes, unlike calculations for vacation, personal and sick and safe time eligibility.
Exempt (salaried, non-overtime eligible) and non-exempt (salaried, overtime eligible) associates
You must take VUPL in full day increments. The number of days you can take in a week will depend on your annual salary:
|Annual Salary:||Voluntary Unpaid Leave You Can Take:|
|Less than $44,460.00||A whole calendar week only|
|$44,460.00 - $59,279.99||One day off in any week OR a whole calendar week|
|$59,280.00 - $88,919.99||Up to two days off in any week OR a whole calendar week|
|$88,920.00 - $177,839.99||Up to three days off in any week OR a whole calendar week|
|Greater than or equal to $177,840.00||Any number of days off in a calendar week|
Note: Weeks that include a holiday are NOT considered whole calendar weeks since the holiday is a paid day off.
This type of leave is for eligible associates who need to be absent to care for a family member with a serious health condition. To be eligible, you must have one year of service and 1,250 hours.
If you’re absent for more than three consecutive business days to care for a family member with a serious health condition, you may be eligible for a family medical leave of absence. Your absence can be taken all at once, intermittently in separate blocks of time, or in the form of a reduced work schedule.
You may qualify for family care leave under the Family Medical Leave Act (FMLA) if you’re caring for:
- Your child after birth/adoption or placement of a foster child
- Your spouse or Edward Jones recognized domestic partner
- Your ill child under 18 years old or your adult child that is incapable of self-care
- Your parent with a serious health condition
- Any qualifying exigency arising from an associate's qualified Servicemember (spouse, child or parent) being on or called to covered active duty to a foreign country
- A Covered Servicemember with a serious injury or illness related to certain types of military service
Disability and Income Continuation
The following benefits can be used to help maintain our income while on certain types of leaves.
Eligible leaves: Medical
STD replaces a portion of your income while you recover from an illness, pregnancy, or injury that prevents you from working.
STD is available at no cost to all full-time client support team members and home office associates, beginning on the first day of the month following six months of employment.
If you have a medical condition that requires more than five consecutive business days off, apply for STD to receive:
- 75% of your base pay for up to 90 days; and
- 60% of your base pay for days 91-180.
Note: STD can only be used for non-work related illness or injury. If you have a work-related illness or injury, see JonesLink for Workers Compensation information. Financial advisors1 are eligible for income continuation, see “Income Continuation for Financial Advisors1” for more information.
Eligible leaves: Medical
This type of leave is available at no cost to all financial advisors1, beginning on the first day of the month following one month of employment.
If you have a medical condition that requires more than three consecutive business days off, apply for salary continuation to receive 75% of your income for up to 90 days.
Eligible leaves: Medical
LTD is available to full-time client support team members, home office associates, and principals who are disabled for 180 consecutive calendar days, and full-time financial advisors1 who are disabled for 90 consecutive calendar days.
It pays 60% of your average pre-disability monthly earnings (including bonuses) up to a maximum of:
- $7,500 for client support team members and home office associates
- $15,000 for financial advisors1 and principals
Note: LTD benefits are an elected benefit offered at a special group rate for financial advisors1 after their first year of employment and principals. Edward Jones pays the LTD benefit premium for financial advisors during their first year of service. Therefore, the benefits are taxable for financial advisors with less than one year of service. Because LTD coverage for financial advisors1 (after their one year anniversary date) and principals is purchased with after-tax dollars, the benefits you receive for disabilities that begin while covered under the optional plan will not be taxed.