NXP provides you with multiple leave options if you need to take time off for your own medical condition or to take care of a family member. We offer both short-term and long-term disability insurance, paid for by NXP with the option for our employees to pay to buy-up their short-term disability benefit. These valuable benefits can replace a portion of your income for injuries or illnesses that keep you out of work. NXP also offers paid maternity and parental leave to take time off to heal from childbirth and to bond with your child. Workers compensation is offered to employees who experience a work-related injury. NXP also offers unpaid FMLA and ADA leave.
If your leave is paid (disability, parental, or maternity), your payments from NY Life will automatically have your insurance premium amounts deducted.
For unpaid leaves of absence, to avoid cancellation or interruption of your health and welfare plans, you must contact the NXP Benefits Team at usbenefits.office@nxp.com to make payment arrangements.
Disability: There is a one week benefit waiting period before your disability benefits begin. Please work with your manager if you would like to utilize paid time or flex time during the 7 day benefit waiting period. If you do not have any time available, this timeframe would remain unpaid.
Maternity: Your maternity leave benefit will begin effective the first day of your leave. Your maternity leave will be fully administered by NY Life.
Parental: Your parental leave benefit will begin once you notify New York Life of you leave start date. Your parental leave will be administered by NXP payroll and issued bi-weekly.
FMLA: If you need time off under FMLA and do not qualify for disability benefits, then your leave will be unpaid. Please work with your manager to apply any paid time off (for non-exempt employees) and flex time off (for exempt employees) if you wish to receive pay while you are out.
Workers Compensation: Please notify your local OHR staff if your leave is for a job-related injury in order to receive workers compensation.
Arizona, California and Washington:
(480) 814-3641
Texas, Ed Bluestein:
(512) 933-6443
Texas, at Oak Hill:
(512) 895-2900
Other U.S. locations:
(480) 814-3641
You are required to report your intermittent time used within 72 hours by one of the following options:
Fab Employees Call-In Procedure:
While on leave, you may be required to furnish NXP with periodic reports of your status and intent to return to work, as noted in NXP’s procedures. If you’re on a continuous leave, you will be required to notify New York Life and your Manager at least two workdays prior to the date you plan to report for work.
You will need to have your Health Care Provider complete a Fitness for Duty form in accordance with your company policy and present the completed form to your local Occupational Health Resources (OHR) staff seven workdays prior to your return to work. You can find the contact for your local OHR staff above under the “FAQs” header.
To help you navigate your way through work, personal and family life, NXP offers Optum Live and Work Well. Call to speak with a specialist who will listen to your needs and connect you to the appropriate resources. They’ll help you handle almost any issues including: work and career support, family and relationships, legal and financial services, grief, child and elder care and much more.
You and all members of your household are eligible for up to five face-to-face counseling sessions (per concern, per person, per year)―at no cost to you. Dependents who live away from home are also eligible.
Access your EAP benefits at Optum Live and Work Well (access code: NXP). For support anytime, call (866) 248-4094.
NXP provides you with both short-term and long-term disability insurance. These valuable benefits can replace a portion of your income for injuries or illnesses that keep you out of work.
If your state offers and you receive state disability benefits, the NXP Disability Insurance plans will top-off your state disability benefits to ensure that your total combined benefit amount is equal to the coverage levels detailed below.
Short-term disability (STD): If you are unable to work due to a qualifying disability such as injury, illness or pregnancy, your short-term disability benefits can replace a portion of your eligible compensation for up to 26 weeks. Benefits, which are treated as normal, taxable income, can start on the eighth day of your qualifying condition, as follows:
If you would like a higher level of income protection, you can purchase short-term disability buy-up coverage as a new hire and during annual enrollment to receive an additional 15% of your eligible compensation:
Long-term disability (LTD): If you are unable to work for longer than 26 weeks due to a qualifying medical condition. Long-term disability benefits can replace 60% of eligible compensation for as long as you remain disabled (some restrictions apply). These benefits, which are treated as normal, taxable income, can begin after you have exhausted your short-term disability coverage (180 days).
What is “eligible compensation” for benefit purposes? Your life, AD&D and short- and long-term disability insurance benefits are based on your “monthly earnings”. Monthly earning means your current annualized salary including Lump Sum Merit, Sales Incentives and Shift Differential looking back on the preceding 12 months (or to date of hire if shorter from the 1st of the pay date month).
Disability benefits are currently considered taxable income for Social Security (FICA) Tax, Federal Income Tax (FIT) and, in some cases, State Tax purposes. FICA taxes are mandatory and are automatically deducted from disability income benefits issued during the 6 calendar months immediately following the month in which you last worked. Tax regulations require a mandatory percentage amount of FIT be withheld from the taxable portion of your benefit. The FIT deduction will be reflected in your benefit check.
You can learn more about the disability benefit, including eligibility information in our SPD.
Requests for paid Parental Leave must be submitted to Human Resources at least 30 days in advance of the anticipated leave, if possible, and if not possible, as soon as practicable. The employee must clearly communicate the anticipated return to work date. The employee must also notify NXP’s FMLA, Disability and paid leave administrator and provide them with the necessary paperwork to support the leave.
Maternity leave is provided at 100 percent salary pay during your approved short-term disability claim for six weeks and an additional six weeks paid at 100 percent salary through parental leave (outlined below) for a total of twelve weeks paid leave benefit.
Parental leave will be covered up to six weeks paid at 100 percent salary.
If you’re eligible for the maximum maternity and parental leave benefits, you can take up to a combined total of 12 weeks of fully paid leave after pregnancy.
Be sure to update your benefits within 30 days of birth or placement of your child.
FMLA allows eligible employees of NXP to take unpaid, job-protected leave for specified family and medical reasons with continuation of health insurance coverage under the same terms and conditions as if the employee had not taken leave.
Employees who have worked for NXP at least 1,250 hours in the 12 months before the leave is approved.
You may take FMLA leave if you are unable to work because of your own serious health condition, and/or to care for your spouse, child or parent who has a serious health condition. You can also take FMLA to fulfill military service obligations.
You can request medical leave for the following situations: