Pregnancy, Adoption and Surrogacy, and Parental Leave

U.S. non-union colleagues eligible for Sysco-sponsored benefits are eligible for the following benefits:

• Pregnancy leave benefit: As of January 1, 2018, Sysco provides birth mothers with six (6) weeks of leave with full pay to recover immediately following the birth of their child. Pregnancy leaves are concurrent with Short-term Disability, as well as Family and Medical Leave Act (FMLA) leave.
• Adoption and surrogacy leave benefit: Parents of an adopted child or a child born through surrogacy are eligible for six (6) weeks of leave with full pay to support their child following the adoption or surrogacy. Adoption and surrogacy leaves are concurrent with FMLA and state leaves. If both you and your spouse work at Sysco, you will be allowed to split the six weeks of paid leave.

Important note: These leave benefits coordinate with our current Short-term Disability benefits and leave entitlements under the FMLA and state leaves. Colleagues can initiate pregnancy, adoption, or surrogacy leave through The Hartford by calling 1-800-55-SYSCO.

Sysco offers these benefits because we understand that pregnancy, adoption, and surrogacy are important events for our colleagues. Pregnancy is a major health event, and we want to help birth mothers take the time they need to rest and recover after childbirth. When your family grows with an adoption or surrogacy, Sysco wants to provide the time needed for the adoption or surrogacy process.

All U.S. non-union colleagues eligible for Sysco-sponsored benefits are eligible for these benefits. If you are covered under a collective bargaining agreement or you are not eligible for Sysco-sponsored benefits (i.e., part-time, etc.), you are not eligible for the pregnancy, adoption, and surrogacy leave benefits.

Your eligibility for the pregnancy and adoption and surrogacy leave benefits aligns with your eligibility for other Sysco health and welfare benefits. Once you are eligible for Sysco-sponsored benefits, you will be eligible for the new paid pregnancy and adoption and surrogacy leave benefits.

Sysco offers Paid Parental Leave to eligible colleagues who are birth parents, and primary or secondary caregivers. Paid Parental Leave can be taken following the birth of the colleague’s child to be used within six (6) months of the birth. Colleagues must contact The Hartford at 1-877-215-3440 to file their parental leave claim for review and approval. Proof of birth documentation will be required.

Eligible colleagues must meet the following criteria:

• Be benefits eligible (for new hires, benefits coverage begins on the first of the month on or after 31 days from your date of hire)
• Be a full-time colleague (part time, temporary colleagues, and/or interns are not eligible for this benefit)

Eligible colleagues will:

• Receive up to 10 days or 80 hours of paid parental leave following the birth of a colleague’s child to be used within six (6) months of the birth
• Coordinate days off with their manager and HR representative, 30 days in advance, by completing a Parental Leave Request Form

These policies apply to all colleagues who meet the eligibility requirements for the Paid Pregnancy Leave or Paid Adoption Leave benefits. However, you do not have to be actively enrolled in other elective Sysco benefits programs in order to participate in one of these programs. You can find more detailed information about these programs in the Sysco Policy Library or by calling The Hartford at 1-800-55-SYSCO.

If you have any questions, please contact The Hartford by calling 1-800-55-SYSCO (1-800-557-9726) and pressing 5. Or you can reach The Hartford directly at 1-877-215-3440. You can also find more information here.

Several states offer residents paid leave benefits related to family leave and disability leave. Colleagues in states offering a paid leave benefit to eligible residents must contact both The Hartford and their state for claims and funds processing. Some states cover the full amount of eligible leave payments, and some states cover a portion of eligible leave payments.