Sometimes you need time away to take care of what’s most important: yourself and your family. And with a leave of absence, you can do just that.
Types of Leave
Family and Medical Leave Act (FMLA)
Who’s eligible: All regular, full- and part-time employees who have worked at Rivian at least 12 months, for at least 1,250 hours in the last 12 months, and at a worksite with 50 or more employees within 75 miles.
What you get: Up to 26 weeks of unpaid, job-protected leave, depending on the reason for your leave.
What else you need to know: FMLA provides job protection when you need to take time off for your own serious health condition or to care for a family member with a serious health condition. You may also be eligible for short-term disability.
What happens to your benefits: You’ll continue to receive your insurance benefits, and if you are being paid Short Term Disability, or Paid Parental Leave payments, your insurance premiums will be deducted from applicable payments. If you are not receiving any payments from Short Term Disability or Paid Parental Leave, then your insurance premiums will be held in arears and deducted at twice the standard rate until your repayment is complete.
Refer to the applicable leave of absence policy for details:
Pregnancy leave
Who’s eligible: All regular, full- and part-time employees.
What you get: Disability leave for six weeks after a regular delivery and eight weeks after a cesarean section, paid according to Rivian’s short-term disability (STD) plan. You can request additional disability leave before or after delivery if your doctor certifies you are medically unable to work.
STD benefits begin on day 8 and then replace a portion of your weekly pay for weeks 2 through 26. You can use PTO for the first week.
During the first 13 weeks, STD replaces 100% of weekly pay for salaried employees, and 70% of weekly pay for hourly employees.
During weeks 14 through 26, STD replaces 60% of weekly pay for both salaried and hourly employees until the end of week 26.
STD payments are coordinated with any state benefits for which you are eligible.
Refer to the applicable leave of absence policy for details:
Leave of absence policy – Exempt Employees
Leave of absence policy – Non – Exempt Employee
Ship your breast milk home
When you travel on Rivian business, you can use Milk Stork to ship your breast milk to your baby.
Parental leave
Who’s eligible: All regular, full- and part-time employees.
Hourly employees become eligible one year after their date of hire.
What you get: 12 weeks of job-protected, paid leave at 100% of your regular weekly pay after the birth or adoption of a child or if you’ve become the primary caretaker of a child under 17 via adoption, surrogacy, fostering or guardianship. The 12 weeks can be taken together or intermittently within 12 months of the birth or custody of the child. Intermittent parental leave can be taken in a minimum of two-week increments.
Part-time employees who work at least 20 hours a week are eligible for a total of six weeks of parental leave, beginning one year after their hire date.
What else you need to know: Paid parental leave runs concurrently with Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and any applicable state or local leave laws.
You must provide advance notice to your manager or supervisor before requesting leave.
What happens to your benefits: What happens to your benefits: You’ll continue to receive your benefits, and your contributions will be deducted from your pay. Holidays do not extend the duration of your Paid Parental Leave and you will be paid Parental Leave during a holiday that falls within the scope of your requested absences.
Refer to the applicable leave of absence policy for details:
Military service leave
Who’s eligible: All regular, full- and part-time employees enlisted in the military.
What you get: 120 hours (up to a maximum of eight hours per day) of paid military leave per year, or a maximum of three 40-hour workweeks.
What else you need to know: You must provide 30 days’ advance notice, if possible, and a copy of your military orders or training notice to your manager or supervisor.
Refer to the applicable leave of absence policy for details:
Unpaid personal leave
Who’s eligible: All regular, full- and part-time employees employed at Rivian for at least three months.
What you get: Up to 30 days of unpaid leave in any 12-month period for personal or family reasons.
What else you need to know: Notify your manager or supervisor of your need for leave as early as possible—ideally, 30 days in advance. Hourly employees must use any available PTO and will not accrue PTO or receive paid holidays during leave. Salaried employees cannot use their unlimited paid vacation time during a leave of absence.
What happens to your benefits: You’ll continue to receive your benefits, and your insurance premiums will be held in arears. When you return, your premiums will be deducted at twice the standard rate until your repayment is complete.
Refer to the applicable leave of absence policy for details:
How to request a leave of absence
- Talk to your manager or supervisor.
- Contact Sedgwick to start the leave process 30 days or more before your leave. Sedgwick is our leave administrator and handles all the administrative details and issues pay for your absence.
- Upload your leave paperwork to the Sedgwick website.
State benefits
If you live in a state that offers disability insurance or paid family leave (PFL) benefits, your Rivian disability or family leave payments will be reduced by the amount payable by your state’s plan. It is your responsibility to apply for state benefits; even if you don’t apply for the state benefits, your Rivian payments will still be reduced.
State benefits are not administered by Sedgwick or Rivian. You must apply through your state’s process:
- California
- Colorado
- Connecticut
- Delaware
- Maryland
- Massachusetts
- New Jersey
- New York
- Oregon
- Rhode Island
- Washington
Disability
A biking accident, a rear-end collision—a lot of unpleasant things can keep you out of work. But so can a joyful event like having a baby. If you’re ill, injured or unable to work, Rivian is here to support you with benefits that can help ease your financial concerns during a challenging time.
Short-term disability
If you’re unable to work because of an injury, illness or pregnancy, short-term disability replaces your income for up to 26 weeks while you recover.
Salaried employees
- There’s no cost to you.
- Benefits begin on day 1 of your injury, illness or pregnancy leave.
- Weeks 1–13: Receive STD income-replacement benefits of 100% of your weekly pay (coordinated with state disability benefits, if applicable).
- Weeks 14-26: Receive STD income-replacement benefits of 60% of your weekly pay (coordinated with state disability benefits, if applicable).
Hourly employees
- There’s no cost to you.
- You become eligible 90 days after your date of hire.
- Benefits begin on day 8 of your injury, illness or pregnancy leave.
- Week 1: Use PTO or unplanned time off.
- Weeks 2–13: Receive STD income-replacement benefits of 70% of your weekly pay, (coordinated with state disability benefits, if applicable).
- Weeks 14-26: Receive STD income-replacement benefits of 60% of your weekly pay (coordinated with state disability benefits, if applicable).
Long-term disability
Long-term disability provides you with financial security in case you become fully disabled due to injury or illness, such as cancer or back problems. You receive long-term disability at no cost to you.
Benefits begin after a 180-day waiting period. You may be eligible to receive payments for as long as you’re disabled or up to age 65.
Long-term disability
- Replaces 60% of your monthly income, up to a maximum of $10,000 per month (coordinated with state disability benefits, if applicable).
- 100% company paid—there’s no cost to you
When an employee is on a continuous leave of absence for 26 weeks or greater, any Rivian sponsored medical, dental, and vision benefits will be terminated at the end of the month in which you begin your 26th week of leave, unless otherwise prohibited by applicable law. At that time, employees will receive information on how to continue coverage through COBRA if they so choose to elect. Upon an employee’s return to work, they will then be able to re-enroll in medical, dental, and vision benefits as applicable.
