Leaves of absence

This type of leave is for full-time associates who have a personal medical condition (for example, illness, injury, pregnancy, or surgery).

Note:

• If you are a client support team professional 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.

Note:

• 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.

Resources:

• Parental Leave Guide
• Parental Leave FAQs
• Parental Leave Program Description

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.

Note:

• 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.

Note:

• Personal leave must be taken all at once and cannot be taken on an intermittent basis.
• Client support team professionals 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 professionals (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:

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