Leaves of Absence

Sometimes, you need extra time away from work to take care of yourself or your loved ones. Lam gives you the time you need to accommodate these planned or unplanned situations—like bonding with a new addition to your family, recovering from an injury, caring for a relative, or serving in the military.

Types of Leave How to Request a Leave of Absence Leaves for Silfex Employees Where to Learn More

Types of Leave

All regular U.S. employees working at least 20 hours per week are eligible for a leave of absence. Keep in mind that you do not receive your Lam pay while you are on leave, but you may be eligible to receive temporary income from a partial income-replacement program. You also should be aware that different leaves impact your Lam benefits in different ways.

Details about each type of leave are in Leave of Absence and Accommodation Practice [PDF].

Maternity Leave

A typical maternity leave is actually a combination of a medical leave for a period of your pregnancy and recovery, followed by family care leave for bonding with your baby.

Your pay while on maternity leave

Maternity leave is unpaid by Lam, but you may be eligible for temporary income through one of these programs:

Some programs require that you wait a certain number of days, often called a waiting period, before you can receive any payment. To cover pay during the waiting period:

  • Nonexempt employees may use available paid time off (PTO) to cover a waiting period. (Note: If you are a nonexempt employee whose sick time was grandfathered as personal time off, you may use the grandfathered time to cover this gap in pay.)
  • Exempt employees may receive up to a maximum of 40 hours of their pay, called salary continuation, in a 12-month period to cover any waiting period.

For a look at how pay and job protection work for maternity leave, review the applicable document:

Your benefits while on maternity leave

Lam pays the employee contributions for these benefits for the first month of your leave:

  • Health coverage
  • Life insurance
  • Accidental death and dismemberment (AD&D) insurance
  • California Voluntary Disability Insurance (VDI) or short-term disability (STD) and long-term disability (LTD)
  • Employee assistance program (EAP)
  • Group legal services

If your leave extends past one month, you are responsible for paying the employee contributions for your benefits while you are out. You will receive instructions from BASIC pacific, our benefits administrator, if this happens.

If you want to enroll your baby in Lam benefits, you must do so within 60 days of the child’s birth. Log in to PlanSource and use place-holding numbers (such as 000-00-0008) for a child who has not been issued a Social Security number (SSN). Once the actual SSN is received, immediately update the information with PlanSource.

Here’s how other benefits will be impacted:

  • Paid time off (PTO) accrual ceases on the first calendar day of your leave.
  • You are not entitled to holiday pay unless you are using PTO at the time the holiday occurs.
  • For leaves greater than 30 days, your bonus, if any, will be prorated.
  • You are not eligible to contribute to your 401(k) or to participate in the ESPP during your leave.
  • If you have a 401(k) loan, your loan payments will cease and your loan will be re-amortized when you return to work.
  • You are not eligible to contribute to a Health Care or Dependent Care Flexible Spending Account (FSA) while on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.
  • Your payroll contributions and Lam’s contributions to a Health Savings Account (HSA) will stop while you are on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.

Job Protection

Your maternity leave may qualify as an “FMLA Leave.” Refer to Leave of Absence and Accommodation Practice [PDF] for further information.

Under most circumstances, you will be reinstated to the same position you held at the beginning of your leave or to an equivalent position with equivalent pay, benefits, and other employment terms and conditions. Please note, however, that you have no greater right to employment than if you had not taken a leave. For example, if you would have been laid off had you not been on leave, or if your position is eliminated during the leave, you will not be entitled to reinstatement.

Returning to Work

You must contact the Benefits Help Desk at benefits@lamresearch.com or 1-877-291-9494 on the day you return to work to restore your systems access.

Baby Bonding (Paternity) Leave

As a new father, you may take up to 12 weeks of family care leave to bond with your new child in the 12 months following the birth, adoption, or foster care placement of the child. You may take the leave all at once or intermittently during that 12-month period.

Your pay while on paternity leave

Paternity leave is unpaid by Lam, but you may be eligible for temporary income through one of these programs:

For a look at how pay and job protection work for paternity leave, review the applicable document:

Your benefits while on paternity leave

Lam pays the employee contributions for these benefits for the first month of your leave:

  • Health coverage
  • Life insurance
  • Accidental death and dismemberment (AD&D) insurance
  • California Voluntary Disability Insurance (VDI) or short-term disability (STD) and long-term disability (LTD)
  • Employee assistance program (EAP)
  • Group legal services

If your leave extends past one month, you are responsible for paying the employee contributions for your benefits while you are out. You will receive instructions from BASIC pacific, our benefits administrator, if this happens.

If you want to enroll your new child in Lam benefits, you must do so within 60 days of the child’s birth, adoption, or foster care placement. Log in to PlanSource and use place-holding numbers (such as 000-00-0008) for a child who has not been issued a Social Security number (SSN). Once the actual SSN is received, immediately update the information with PlanSource.

Here’s how other benefits will be impacted:

  • Paid time off (PTO) accrual ceases on the first calendar day of your leave.
  • You are not entitled to holiday pay unless you are using PTO at the time the holiday occurs.
  • For leaves greater than 30 days, your bonus, if any, will be prorated.
  • You are not eligible to contribute to your 401(k) or to participate in the ESPP during your leave.
  • If you have a 401(k) loan, your loan payments will cease and your loan will be re-amortized when you return to work.
  • You are not eligible to contribute to a Health Care or Dependent Care Flexible Spending Account (FSA) while on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.
  • Your payroll contributions and Lam’s contributions to a Health Savings Account (HSA) will stop while you are on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.

Job Protection

Your paternity leave may qualify as an “FMLA Leave.” Refer to Leave of Absence and Accommodation Practice [PDF] for further information.

Under most circumstances, you will be reinstated to the same position you held at the beginning of your leave or to an equivalent position with equivalent pay, benefits, and other employment terms and conditions. Please note, however, that you have no greater right to employment than if you had not taken a leave. For example, if you would have been laid off had you not been on leave, or if your position is eliminated during the leave, you will not be entitled to reinstatement.

Returning to Work

You must contact the Benefits Help Desk at benefits@lamresearch.com or 1-877-291-9494 on the day you return to work to restore your systems access.

Medical Leave

There are many reasons why you may need to take a medical leave: hospitalization, pregnancy or complications due to pregnancy, severe illness, or injury.

Note that a typical “maternity leave” may include a medical leave for a period of the pregnancy and recovery, followed by family care leave for bonding.

If you are using sick time or PTO and your illness causes you to take time off from work for more than seven calendar days, you must initiate a leave of absence.

Your pay while on medical leave

Medical leave is unpaid by Lam, but you may be eligible for temporary disability income through one of these programs:

For a look at how pay and job protection work for medical leave, review the applicable document:

Some programs require that you wait a certain number of days, often called a waiting period, before you can receive any payment. To cover pay during the waiting period:

  • Nonexempt employees may use available paid time off (PTO) to cover a waiting period. (Note: If you are a nonexempt employee whose sick time was grandfathered as personal time off, you may use the grandfathered time to cover this gap in pay.)
  • Exempt employees may receive up to a maximum of 40 hours of their pay, called salary continuation, in a 12-month period to cover any waiting period.

Your benefits while on medical leave

Lam pays the employee contributions for these benefits for the first month of your leave:

  • Health coverage
  • Life insurance
  • Accidental death and dismemberment (AD&D) insurance
  • California Voluntary Disability Insurance (VDI) or short-term disability (STD) and long-term disability (LTD)
  • Employee assistance program (EAP)
  • Group legal services

If your leave extends past one month, you are responsible for paying the employee contributions for your benefits while you are out. You will receive instructions from BASIC pacific, our benefits administrator, if this happens.

Here’s how other benefits will be impacted:

  • Paid time off (PTO) accrual ceases on the first calendar day of your leave.
  • You are not entitled to holiday pay unless you are using PTO at the time the holiday occurs.
  • For leaves greater than 30 days, your bonus, if any, will be prorated.
  • You are not eligible to contribute to your 401(k) or to participate in the ESPP during your leave.
  • If you have a 401(k) loan, your loan payments will cease and your loan will be re-amortized when you return to work.
  • You are not eligible to contribute to a Health Care or Dependent Care Flexible Spending Account (FSA) while on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.
  • Your payroll contributions and Lam’s contributions to a Health Savings Account (HSA) will stop while you are on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.

Job Protection

Your medical leave may qualify as an “FMLA Leave.” Refer to Leave of Absence and Accommodation Practice [PDF] for further information.

Under most circumstances, you will be reinstated to the same position you held at the beginning of your leave or to an equivalent position with equivalent pay, benefits, and other employment terms and conditions. Please note, however, that you have no greater right to employment than if you had not taken a leave. For example, if you would have been laid off had you not been on leave, or if your position is eliminated during the leave, you will not be entitled to reinstatement.

Returning to Work

You must submit to your manager a release from your health care provider certifying that you can perform the essential functions of your job. If you have work restrictions, notify your manager at least one week in advance to determine if a reasonable accomodation is possible. You must also contact the Benefits Help Desk at benefits@lamresearch.com or 1-877-291-9494 on the day you return to work to restore your systems access.

Family Care Leave

New fathers and mothers may take up to 12 weeks of family care leave to bond with their new child in the 12 months following the birth, adoption, or foster care placement of a child. You may also use family care leave to care for a seriously ill or injured family member, such as your spouse/domestic partner, parent, or dependent child.

Note that a typical “maternity leave” may include a medical leave for a period of the pregnancy and recovery, followed by family care leave for bonding.

Your pay while on family care leave

Family care leave is unpaid by Lam, but you may be eligible for temporary income through one of these programs:

For a look at how pay and job protection work for family care leave, review the applicable document:

Your benefits while on family care leave

Lam pays the employee contributions for these benefits for the first month of your leave:

  • Health coverage
  • Life insurance
  • Accidental death and dismemberment (AD&D) insurance
  • California Voluntary Disability Insurance (VDI) or short-term disability (STD) and long-term disability (LTD)
  • Employee assistance program (EAP)
  • Group legal services

If your leave extends past one month, you are responsible for paying the employee contributions for your benefits while you are out. You will receive instructions from BASIC pacific, our benefits administrator, if this happens.

If you want to enroll your new child in Lam benefits, you must do so within 60 days of the child’s birth, adoption, or foster care placement. Log in to PlanSource and use place-holding numbers (such as 000-00-0008) for a child who has not been issued a Social Security number (SSN). Once the actual SSN is received, immediately update the information with PlanSource.

Here’s how other benefits will be impacted:

  • Paid time off (PTO) accrual ceases on the first calendar day of your leave.
  • You are not entitled to holiday pay unless you are using PTO at the time the holiday occurs.
  • For leaves greater than 30 days, your bonus, if any, will be prorated.
  • You are not eligible to contribute to your 401(k) or to participate in the ESPP during your leave.
  • If you have a 401(k) loan, your loan payments will cease and your loan will be re-amortized when you return to work.
  • You are not eligible to contribute to a Health Care or Dependent Care Flexible Spending Account (FSA) while on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.
  • Your payroll contributions and Lam’s contributions to a Health Savings Account (HSA) will stop while you are on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.

Job Protection

Your family care leave may qualify as an “FMLA Leave.” Refer to Leave of Absence and Accommodation Practice [PDF] for further information.

Under most circumstances, you will be reinstated to the same position you held at the beginning of your leave or to an equivalent position with equivalent pay, benefits, and other employment terms and conditions. Please note, however, that you have no greater right to employment than if you had not taken a leave. For example, if you would have been laid off had you not been on leave, or if your position is eliminated during the leave, you will not be entitled to reinstatement.

Returning to Work

You must contact the Benefits Help Desk at benefits@lamresearch.com or 1-877-291-9494 on the day you return to work to restore your systems access.

Personal Leave

Employees may be granted personal leave, up to six months, for reasons including travel, family matters, or continuing education.

Your pay while on personal leave

You do not receive pay while on personal leave. You must use all available PTO hours at the start of your leave.

Your benefits while on personal leave

Lam pays the employee contributions for these benefits for the first month of your leave:

  • Health coverage
  • Life insurance
  • Accidental death and dismemberment (AD&D) insurance
  • Short-term disability (STD) and long-term disability (LTD)
  • Employee assistance program (EAP)
  • Group legal services

If your leave extends past one month, you are responsible for paying the employee contributions for your benefits while you are out. You will receive instructions from BASIC pacific, our benefits administrator, if this happens.

Here’s how other benefits will be impacted:

  • Paid time off (PTO) accrual ceases on the first calendar day of your leave.
  • You are not entitled to holiday pay unless you are using PTO at the time the holiday occurs.
  • For leaves greater than 30 days, your bonus, if any, will be prorated.
  • You are not eligible to contribute to your 401(k) or to participate in the ESPP during your leave.
  • If you have a 401(k) loan, your loan payments will cease and your loan will be re-amortized when you return to work.
  • You are not eligible to contribute to a Health Care or Dependent Care Flexible Spending Account (FSA) while on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.
  • Your payroll contributions and Lam’s contributions to a Health Savings Account (HSA) will stop while you are on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.

Job Protection

Reinstatement following a personal leave is not guaranteed. If no suitable position exists, you may be eligible for an extension of your leave or released from employment.

Returning to Work

You must contact the Benefits Help Desk at benefits@lamresearch.com or 1-877-291-9494 on the day you return to work to restore your systems access.

Military Leave

As part of Lam’s support for the “uniformed services,” you will be granted military leave if you are called to active service.

Your pay while on military leave

For the first 12 months, your Lam Research and military pay will be coordinated so the total doesn't exceed 100% of your Lam base pay. After 12 months, if your military leave continues, your Lam and military pay will be coordinated so the total doesn't exceed 50% of your Lam base pay. To receive pay from Lam Research, you must submit a copy of your military pay stub to Payroll.

Your benefits while on military leave

The following benefits remain in effect while you are on leave, and the employee contributions will continue to be deducted from your Lam paycheck:

  • Health coverage
  • Life insurance
  • Accidental death and dismemberment (AD&D) insurance
  • California Voluntary Disability Insurance (VDI) or short-term disability (STD) and long-term disability (LTD)
  • Group legal services

Here’s how other benefits will be impacted:

  • Paid time off (PTO) accrual ceases on the first calendar day of your leave.
  • You are not entitled to holiday pay unless you are using PTO at the time the holiday occurs.
  • For leaves greater than 30 days, your bonus, if any, will be prorated.
  • You are not eligible to contribute to your 401(k) or to participate in the ESPP during your leave.
  • If you have a 401(k) loan, your loan payments will cease and your loan will be re-amortized when you return to work.
  • You are not eligible to contribute to a Health Care or Dependent Care Flexible Spending Account (FSA) while on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.
  • Your payroll contributions and Lam’s contributions to a Health Savings Account (HSA) will stop while you are on leave, but you will be allowed to submit eligible expenses. Participation may resume when you return to full-time work.

Job Protection

You are eligible for re-employment as defined in the Uniformed Services Employment and Reemployment Rights Act (USERRA) and pursuant to applicable state law.

Returning to Work

You must contact the Benefits Help Desk at benefits@lamresearch.com or 1-877-291-9494 on the day you return to work to restore your systems access.

How to Request a Leave of Absence

Lam will provide family or medical leave in accordance with state and federal laws in effect at the time the leave is granted. Military leave is granted based on your service orders.

If you plan to take a leave of absence, you must notify your supervisor at least one month prior to the leave (if foreseeable) or as soon as reasonably possible (when leave is not foreseeable). Requests for a personal leave of absence must be approved by your supervisor or department manager before you can file a claim for the leave.

Regular full- and part-time employees who are planning to take time off from work for more than seven calendar days and who will not be using paid time off (PTO) or other paid time must initiate a leave of absence, when appropriate.

TRISTAR administers and manages leaves of absence for Lam Research. As soon as your leave is approved, call TRISTAR at 1-844-610-1885 to file your claim. Be prepared to supply the following information:

  • Company name—Lam Research or Silfex
  • Employee ID or Social Security number
  • Reason for your absence
  • First day absent
  • Work schedule
  • Date you expect to return to work
  • If your absence is related to illness or injury: the name, fax, and telephone number of the treating physician
  • If you’re caring for a qualified family member: their relationship to you

Please also call TRISTAR:

  • To update previously supplied information
  • If you are unable to return to work on the planned date
  • If you are returning or have returned to work
  • To report your delivery date if your leave is related to the birth of a child
  • To report time on an intermittent leave
  • To request specific forms

Leaves for Silfex Employees

Please contact your local Silfex HR department for information regarding leaves of absence. The information on this website describes leaves of absences for Lam Research employees only.

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Detailed Leave Diagrams

Detailed Leave Diagrams

For a look at how pay and job protection work for each leave, review the applicable document: