leave of absence
IMA understands that you may need to take leave from work for an extended period for special circumstances, such as welcoming or caring for a family member, taking care of your own medical needs, or military duty. You may be eligible for leave through the Family & Medical Leave Act (FMLA) and income replacement from your state and/or the Short-Term Disability Plan (STD).
Managers: Please also review the FMLA resources for managers page.
Provides up to 12 weeks of job-protected, unpaid leave per year for certain medical or family reasons. Your health benefits will be maintained during your leave, and your job (or an equivalent one) will be available when you return.
When a leave qualifies under both FMLA and an applicable state program, the leaves will generally run concurrently. In some cases, the leaves may run separately depending on eligibility, the reason for the leave, or specific state law requirements.
STD* is an employer-paid insurance benefit that provides 100% of your base pay for up to 12 weeks if you are unable to work due to your own non-work-related illness, injury, or pregnancy. This benefit begins after a 7-day waiting period, during which Sick Time is used. STD is paid via payroll and applicable benefit premiums continue.
If you live in a state that provides a paid leave benefit, your IMA STD benefit will be offset by the amount you receive from the state. Please note that you will initially be placed on unpaid leave, and once the state benefit amount is confirmed, the HR leave team will process the corresponding pay offset. Filing your claim as soon as possible helps minimize any unpaid time, as IMA cannot apply the offset until the state benefit amount is known.
*Validated producers are not eligible for STD.
Good to know:
To qualify for FMLA, associates must meet federal eligibility requirements:
If you will be absent from work for more than three days for family or medical needs, file your FMLA claim early to ensure job protection, timely approval, and processing of documentation.
Notify Lincoln Financial Group at LincolnFinancial.com or 800.320.7585 (company code: LF1591IMA) at least 30 days before your leave.
Many states also offer leave protection, paid family leave, and disability benefits. IMA has approved private plans managed by Lincoln Financial Group for these states: Colorado, Connecticut, Hawaii (TDI), Maine, Massachusetts, Minnesota, New Jersey (TDI), New York and Oregon. Washington and California associates must file their state disability and paid family leave claims directly with the state. Once you receive an approval and benefit amount from the state, forward a copy to HRLeaveMgmt@imacorp.com.
Lincoln Financial Group and IMA’s HR Leave Management team will help identify leaves and benefits you may be entitled to receive. Choose your state of residency below to review options and required filing instructions. For additional details, you may also refer to the state-specific guides listed in the documents list.
Scroll to the end of this page to watch a video for an overview of the FMLA program!
Submit your leave request as soon as you know you’ll need time away, and no later than 30 days before your expected start date. As soon as you’re able, be sure to notify your manager and email HRLeaveMgmt@imacorp.com so your leave can be appropriately managed. When your leave is approved, you will be notified by the IMA Leave Management team or the Lincoln Financial Group with details about your leave of absence. If you receive a request for additional information from Lincoln, be sure to respond promptly.
If your leave is denied because paperwork was not returned to Lincoln Financial Group or insufficient paperwork, the claim can be reopened if you send in the required information.
If your FMLA request is denied because you’re not eligible, you may still qualify for a state leave program or an Americans with Disabilities Act (ADA) accommodation. If your situation does not qualify for any of those benefits, your manager may allow you to take LifeBalance PTO and/or sick time for up to 10 consecutive days. Any additional time beyond 10 consecutive business days will require consultation with the market president and your HR business partner, prior to approval.
As your leave is ending, contact the HR Leave Management team at least five days before your return-to-work date. If you’re returning from a personal medical leave, you’ll also need to provide a release confirming any restrictions or accommodations before you come back to work. You can use the Fitness for Duty Form found in the IMA Documents list, or the doctor may provide their preferred form or letter.
The release must include:
Completing and returning the Return to Work Release ensures we have the necessary documentation to confirm you are medically cleared to resume your duties safely and effectively. It also allows IMA to update your status in our HR systems to make sure your benefits are accurate.
When you return from FMLA, you will be restored to the same position and salary, or an equivalent position and compensation.
IMA recognizes the necessity for active-duty training and/or extended periods of leave to enter “service in the uniformed services.”
Services in the uniformed services include:
Pay will be for the difference between uniformed service pay and wages normally received from IMA during the leave period. This difference in pay is applicable if the total of such employee’s uniformed service pay and allowances (excluding travel pay) is less than the amount of regular base salary received from IMA for the same period. It is not the intent for the employee to be paid more than 100% of their normal wages.
This policy applies to all employees who leave their jobs for extended periods of time (16 days or more) to enter “service in the uniformed services”.
USERRA applies to those service members who volunteer for active duty, as well as those who are called up to serve. For associates who are called up by their state for National Guard duty for relief during disasters, riots or other emergencies, please refer to each state’s reemployment rights law.
Finally, USERRA provides that service includes active duty, active and inactive duty for training, Federal National Guard duty, examinations to determine the fitness for duty, to perform funeral honors and service under the Public Health Security and Bioterrorism Preparedness and Response Act of 2002.
Duration of Leave Reemployment rights apply only to employees whose cumulative period of uniformed service (i.e., the current period of service and any prior periods) does not exceed five years while employed by IMA. However, in computing the cumulative five-year period, IMA will not count time spent in the National Guard and reservist training. Further, IMA will not count involuntary extensions of service that result from the following:
It will be the general policy of IMA Financial Group, Inc. & Its Affiliates and Subsidiaries to recognize the necessity for active-duty training, normally a period of 15 days or less, for members of the Military Reserve or the National Guard.
The associate will be paid a pay differential by the company for:
Note: Pay differential payments from IMA will not be made until IMA has received a uniformed service payroll statement from the associate. Pay will be for the difference between uniformed service gross pay and the associate’s base wage normally received from IMA during the leave period. It is not the intent of IMA to pay an associate more than 100% of their base wages and all payments will be fully integrated such that the associate does not receive more than 100% of their base wages.
Use the Perky Leave Tool from Lincoln Financial to help you plan!
In California, FMLA and California Family Rights Act (CFRA) are federal and state laws that allow IMA’s associates to take unpaid, job-protected leave. The laws are designed to protect your job while you receive disability benefits or Paid Family Leave (PFL) benefits during a qualified leave of absence.
When applicable, state programs will run concurrently with FMLA. In addition, when applicable, pay from IMA will be offset by income benefits received from state programs.
Associates should provide at least a 30-day advance notice to IMA’s HR Leave Management team (HRLeaveMgmt@imacorp.com) of their need to take FMLA/CFRA leave. If they are unable to provide 30-day notice, they must provide notice as soon as possible. In most circumstances, a medical certification will be required.
The associate is responsible for applying for wage replacement through California’s State Disability Insurance (SDI) and Paid Family Leave (PFL), whichever program is applicable for the situation.
To be eligible for PFL, you must:
Submit your claim no longer than 41 days after you begin your family leave. Do not file before your first day of leave.
State Disability Insurance (SDI) provides income replacement when you can’t work because of a non-work-related disability. SDI contributions are paid by California workers covered by the SDI program. To file a claim for benefits or request a paper claim form, go to SDI Online. You may also call 800.480.3287 or send a request by mail to:
EDD, Disability Insurance
PO Box 989777
West Sacramento, CA 95798-9777
Paid Family Leave (PFL) provides income benefits if you meet the requirements for FMLA/CFRA leave. You can apply for PFL benefits at myedd.edd.ca.gov or by calling 877.238.4373. You may also file a claim by mail, submitting a Claim for Paid Family Leave (PFL) Benefits (DE 2501F) form.
In Colorado, FMLA and Colorado Family and Medical Leave Insurance Program (FAMLI) are federal and state laws that allow IMA’s associates to take paid and/or unpaid, job-protected leave. The laws protect your job while you receive disability benefits or FAMLI benefits, during a qualified leave of absence.
When applicable, state programs will run concurrently with FMLA. In addition, when applicable, pay from IMA will be offset by income benefits received from state programs.
Associates should provide at least a 30-day advance notice to IMA and Lincoln Financial Group (LincolnFinancial.com or 800.320.7585 – company code: LF1591IMA) of their need to take FMLA/FAMLI leave. Associates should not contact the state to file the claim, as Lincoln will process the leave.
If they are unable to provide a 30-day notice, they must provide notice as soon as possible. In most circumstances, a medical certification will be required. For more guidance, review How to Report a Claim or Leave.
To learn more about FAMLI and FMLA, review the FAQ or visit State of Colorado FAMLI & FMLA page.
The Connecticut Family and Medical Leave Act (CTFMLA) provides eligible associates, after three consecutive months on the job, up to 12 weeks of unpaid, job-protected leave during a 12-month period for qualifying family or medical leave reasons. Associates are entitled to return to their same job at the end of leave.
When applicable, state programs will run concurrently with FMLA. In addition, when applicable, pay from IMA will be offset by income benefits received from state programs.
Associates should provide at least a 30-day advance notice to IMA and Lincoln Financial Group (LincolnFinancial.com or by phone at 800.320.7585 using company code LF1591IMA) of the need to take CTFMLA leave. If they are unable to provide a 30-day notice, they must provide notice as soon as possible. In most circumstances, a medical certification will be required. For more guidance, review the How to Report a Claim or Leave.
Connecticut Paid Leave Act (CTPL) provides income replacement benefits to eligible associates who are unable to work for the same leave reasons. CTPL benefits are available for up to 12 weeks in a 12-month period, with an additional two weeks available to an associate for incapacity or medical treatment during pregnancy. Benefits are limited to 12 days for leave to deal with the effects of family violence or sexual assault.
To file a claim or learn if you are eligible for this benefit, contact Lincoln Financial Group online at LincolnFinancial.com or by phone at 800.320.7585 using company code LF1591IMA. Lincoln will handle your CT PFML claim along with any other Lincoln-administered disability or leave programs you may also qualify to receive. The IMA HR Leave Management team will provide additional information and guidance to help you initiate your claim. Refer to CT PFML private plan FAQ employee and Connecticut Paid Leave for details.
In Hawaii, FMLA and the Hawaii Family Leave Law (HFLL) are federal and state laws that allow IMA’s associates to take paid (and unpaid), job-protected leave. The laws are designed to protect your job while you’re receiving disability benefits or HFLL benefits when you qualify for a leave of absence.
When applicable, state programs will run concurrently with FMLA. In addition, when applicable, pay from IMA will be offset by income benefits received from state programs.
IMA’s Temporary Disability Insurance (TDI) benefits are paid to eligible associates through Lincoln Financial Group. For additional details, you may also refer to the Hawaii Temporary Disability Insurance poster in the documents list.
Associates should provide at least a 30-day advance notice to IMA and Lincoln Financial Group (LincolnFinancial.com or by phone at 800.320.7585 using company code LF1591IMA) of the need to take FMLA/HFLL leave. If they are unable to provide a 30-day notice, they must provide notice as soon as possible. In most circumstances, a medical certification will be required. For more guidance, review How to Report a Claim or Leave.
To learn more about HFLL and FMLA, click here.
In Maine, FMLA and the Maine Paid Family and Medical Leave (PFML) program (effective May 1, 2026) are federal and state laws that allow IMA’s associates to take paid (and unpaid), job-protected leave. The laws are designed to protect your job while you’re receiving disability benefits or PFML benefits when you qualify for a leave of absence.
When applicable, state programs will run concurrently with FMLA. In addition, when applicable, pay from IMA will be offset by income benefits received from state programs.
Associates should provide at least a 30-day advance notice to IMA and Lincoln Financial Group (LincolnFinancial.com or by phone at 800.320.7585 using company code LF1591IMA) of the need to take FMLA/PFML leave. Associates should not contact the state to file the claim, as Lincoln will process the leave.
If they are unable to provide a 30-day notice, they must provide notice as soon as possible. In most circumstances, a medical certification will be required. For more guidance, review How to Report a Claim or Leave.
To learn more about PFML, refer to the ME PFML Poster Notice.
In Massachusetts, FMLA and the Massachusetts Paid Family and Medical Leave (PFML) program are federal and state laws that allow IMA’s associates to take paid (and unpaid), job-protected leave. The laws are designed to protect your job while you’re receiving disability benefits or PFML benefits when you qualify for a leave of absence.
When applicable, state programs will run concurrently with FMLA. In addition, when applicable, pay from IMA will be offset by income benefits received from state programs.
Associates should provide at least a 30-day advance notice to IMA and Lincoln Financial Group (LincolnFinancial.com or by phone at 800.320.7585 using company code LF1591IMA) of the need to take FMLA/PFML leave. Associates should not contact the state to file the claim, as Lincoln will process the leave.
If they are unable to provide a 30-day notice, they must provide notice as soon as possible. In most circumstances, a medical certification will be required. For more guidance, review How to Report a Claim or Leave.
To learn more about PFML, refer to the MA PFML poster and MA PFML FAQ.
In Minnesota, FMLA and the Minnesota Paid Leave program are federal and state laws that allow IMA’s associates to take paid (and unpaid), job-protected leave. The laws are designed to protect your job while you’re receiving disability benefits or Paid Leave benefits when you qualify for a leave of absence.
When applicable, state programs will run concurrently with FMLA. In addition, when applicable, pay from IMA will be offset by income benefits received from state programs.
Associates should provide at least a 30-day advance notice to IMA and Lincoln Financial Group (LincolnFinancial.com or by phone at 800.320.7585 using company code LF1591IMA) of the need to take FMLA/Paid Leave. Associates should not contact the state to file the claim, as Lincoln will process the leave.
If they are unable to provide a 30-day notice, they must provide notice as soon as possible. In most circumstances, a medical certification will be required. For more guidance, review How to Report a Claim or Leave.
To learn more about Paid Leave, review the MN PFML poster or MN State PFML page.
In New Jersey, FMLA and the New Jersey Family Leave Act (NJFLA) are federal and state laws that allow IMA’s associates to take paid (and unpaid), job-protected leave. The laws are designed to protect your job while you’re receiving disability benefits or NJFLA benefits when you qualify for a leave of absence. For NJFLA claims, associates must file a claim with the state.
When applicable, state programs will run concurrently with FMLA. In addition, when applicable, pay from IMA will be offset by income benefits received from state programs.
Associates should provide at least a 30-day advance notice to IMA and Lincoln Financial Group (LincolnFinancial.com or by phone at 800.320.7585 using company code LF1591IMA) of the need to take FMLA/NJFLA. IMA’s Temporary Disability Insurance (TDI) benefits are paid to eligible associates through Lincoln Financial Group. Associates must apply for FLI through the state. For additional details, you may also refer to the New Jersey Temporary Disability Insurance guide in the documents list.
If they are unable to provide a 30-day notice, they must provide notice as soon as possible. In most circumstances, a medical certification will be required. For more guidance, review How to Report a Claim or Leave.
To learn more about the NJFLA, refer to the IMA NJ poster.
In New York, FMLA, New York disability and the New York Paid Family Leave (PFL) are federal and state laws that allow IMA’s associates to take paid (and unpaid), job-protected leave. The laws are designed to protect your job while you’re receiving disability benefits or PFL benefits when you qualify for a leave of absence.
When applicable, state programs will run concurrently with FMLA. In addition, when applicable, pay from IMA will be offset by income benefits received from state programs.
In addition to New York disability, IMA offers disability benefits through a Lincoln Financial Group disability plan. For additional details, you may also refer to the New York Paid Family Leave Guide.
Associates should provide at least a 30-day advance notice to IMA and Lincoln Financial Group (LincolnFinancial.com or by phone at 800.320.7585 using company code LF1591IMA) of the need to take FMLA/state leave. If they are unable to provide a 30-day notice, they must provide notice as soon as possible. In most circumstances, a medical certification will be required. For more guidance, review How to Report a Claim or Leave.
To learn more about the New York Paid Family Leave program, refer to the IMA NY poster.
In Oregon, FMLA and the Paid Leave Oregon program are federal and state laws that allow IMA’s associates to take paid (and unpaid), job-protected leave. The laws are designed to protect your job while you’re receiving disability benefits or Paid Leave benefits when you qualify for a leave of absence.
When applicable, state programs will run concurrently with FMLA. In addition, when applicable, pay from IMA will be offset by income benefits received from state programs.
Associates should provide at least a 30-day advance notice to IMA and Lincoln Financial Group (LincolnFinancial.com or by phone at 800.320.7585 using company code LF1591IMA) of the need to take FMLA/Paid Leave. Associates should not contact the state to file the claim, as Lincoln will process the leave.
If they are unable to provide a 30-day notice, they must provide notice as soon as possible. In most circumstances, a medical certification will be required. For more guidance, review How to Report a Claim or Leave.
To learn more about Paid Leave, review the Oregon PFML poster or Oregon State Paid Leave page.
In Washington, FMLA and Paid Family and Medical Leave (PFML) are federal and state laws that allow IMA’s associates to take unpaid, job-protected leave. The laws are designed to protect your job while you’re receiving PFML benefits when you qualify for a leave of absence.
When applicable, state programs will run concurrently with FMLA. In addition, when applicable, pay from IMA will be offset by income benefits received from state programs.
Associates should provide at least a 30-day advance notice to IMA (HRLeaveMgmt@imacorp.com) and their manager of the need to take PFML. If they are unable to provide a 30-day notice, they must provide notice as soon as possible. In most circumstances, a medical certification will be required.
To learn more about PFML or to apply for benefits, click here. Please also refer to this poster.
