PG&E wants to make sure you are aware of all the leave and disability benefits available to you when you are ill or injured and receive any job protection if you are off of work for a reason that’s covered under a federal leave law such as the Family and Medical Leave Act of 1993 (FMLA) or the Uniformed Services Employment and Reemployment Rights Act (USERRA), state leave laws such as the California Family Rights Act (CFRA) or Pregnancy Disability Leave (PDL), any of the PG&E company leave provisions (including Short-term Disability and Paid Family Leave benefits) or other state leave laws. In addition, the company wants to help you return to work as soon as you are safely released to do so.
All PG&E Corporation and Pacific Gas and Electric Company employees who will be absent under the below circumstances:
Leave of absence (LOA), Voluntary Disability and Paid Family Leave Benefit Plan, and PG&E’s Paid Family Leave and Short- and Long-term Disability administration is handled by Sedgwick Claims Management Services, Inc., a global leader specializing in disability and leave of absence services.
Note: If requesting a company personal, educational or political service leave, do not follow the instructions in this section and contact your supervisor.
Eligible California Utility employees will automatically be covered under PG&E’s Voluntary Disability and Paid Family Leave Benefit Plan (the “Voluntary Plan”) effective January 1, 2018, unless you reject or opt out of coverage. PG&E’s Voluntary Plan provides better benefits and is offered in place of California State Disability Insurance (SDI) and Paid Family Leave plan (the “State Plan”).
Anyone who opts out of the PG&E Voluntary Plan will need to submit claims for benefits directly to the State. A leave of absence will need to be submitted separately through Sedgwick, even for those who remain covered under the State Plan. Visit www.edd.ca.gov for more information on state benefits.
Important: Approval of Voluntary Plan benefits is not an approval of leave. Please review the types of leave documents for federal, state and local leave laws and company leaves for which you may be eligible.
Click here for details about the Voluntary Plan.
Effective February 1, 2020, the Company will provide employees the option to choose not to use their sick time when they are eligible to receive Voluntary Plan Disability Insurance (VPDI) or State Disability Insurance (SDI) benefits. The option to forego the use of sick time will be provided to employees who are taking a continuous leave of absence (lasting 7 consecutive days or more) for their own medical condition, where the leave of absence is covered by Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), or Pregnancy Disability Leave (PDL), and the leave of absence is also eligible for wage replacement benefits from either VPDI or SDI.
You must still use any available sick time during the disability waiting period. The waiting period, if it applies to your leave of absence, is the first 7 calendar days of your leave of absence.
In addition, you must still use your sick time if you are absent due to a medical condition that is not covered under both the FMLA, CFRA, or PDL and VPDI or SDI (e.g.. routine doctor appointments, non-serious medical condition, approved intermittent leave, etc.). Please continue to follow your department’s call-in and time recording procedures.
Your date of first absence is before 2/1/2020.
No. If you do not wish to change from the default use of your capped sick/sick time during your leave, there is no action on your part. If you remain on an approved status, your sick pay will continue to be used until you either return to work or it exhausts.
You make your election when you report your leave of absence to Sedgwick. Sedgwick will record your election and communicate this information to your supervisor.
Your capped sick/sick time will be used unless you affirmatively request otherwise.
You can communicate and confirm your decision with Sedgwick within 7 calendar days from the date of your first absence or within 7 calendar days from the date you reported your absence, whichever is later. Any changes requested within the 7 calendar day timeframe will be made on a moving forward basis. You will not be able to make changes beyond this timeframe.
Yes. You will need to report the change in your election with Sedgwick within 7 calendar days from the date of your first absence or within 7 calendar days from the date you reported your absence, whichever is later. You will not be able to make changes beyond this timeframe.
Additionally, the change will only be allowed on a moving forward basis.
Exceptions to the 7 calendar days and the ability to apply changes retroactively will be allowed if you were incapacitated (for example, in a medical coma) and could not make the election in a timely manner yourself.
Note: If retroactive changes are requested and made, this could result in an overpayment, which will need to be repaid.
Once your leave is requested and you’ve confirmed your election with Sedgwick, Sedgwick will communicate your election via e-mail directly with your Supervisor with the amount of capped sick/sick time you’ve elected to use. Until this time, your capped sick/sick time will be the default election.
Unless you affirmatively elect not to use and exhaust your capped sick/sick time within the required timeframe, sick time will be the default election for your leave of absence.
Yes. You have the option to use only a portion of your sick time. It will need to be used at the beginning of your leave and you then may transition to receiving VPDI or SDI for the remainder of your leave of absence.
Management, A&T and ESC-Represented employees: If you use a portion of your capped sick time for more than 7 consecutive days, you need to apply for STD benefits through Sedgwick and return the applicable medical certification form to support your absence.
Management, A&T and ESC-Represented employees: If you do not use and exhaust all available capped sick time:
IBEW- and SEIU-Represented employees: If you do not use and exhaust all available sick time:
Your health and welfare premium contributions will no longer be automatically deducted if you are not receiving sick time or PG&E’s STD wage continuation benefits. You have the option for Direct Pay or to redirect Voluntary Plan benefits to pay for the premiums during your leave. For Direct Pay, you will need to contact PG&E Benefits Service Center at 1-866-271-8144 to make arrangements. Review the Voluntary Plan information on mypgebenefits.com for information about redirecting health and welfare premiums from Voluntary Plan benefits.
Sedgwick will reach out to review your options. If no response or election is affirmatively made, your election will default to using your sick time for the duration of your absence.
The Family and Medical Leave Act (FMLA) is a federal law that requires covered employers to provide up to 12 weeks (in a 12-month period) of unpaid job-protected leave to eligible employees for certain family and medical reasons.
The California Family Rights Act (CFRA) is a state law that is very similar to the FMLA, with the certain exceptions. For example: CFRA does not cover time off related to pregnancy and there are differences with coverage under Military Family leaves and the definition of family members.
Under both laws, with the exception of baby bonding leave, the leave may be taken on a continuous or on an intermittent/reduced schedule basis and run concurrently with STD and/or PFL when applicable.
PG&E uses a rolling 12-month period. The rolling calendar is used to account for Family Medical Leave Act (FMLA)/California Family Rights Act (CFRA) absences during a defined period of time (i.e., rolling year, rolling month and rolling week). Available FMLA and CFRA entitlements will be determined by reviewing any FMLA/CFRA absences taken in the 12 months prior to each new absence reported. The 12 weeks of FMLA/CFRA in a rolling 12-month period is measured backward from the date any FMLA/CFRA is used.
You can take Family Medical Leave Act (FMLA)/California Family Rights Act (CFRA) leave for your own serious health condition; for the birth, adoption or foster care placement of your child, to care for your child under age 18 (or over 18 if child’s condition meets certain requirements defined in the regulations) with a serious health condition; to care for your parent (not parent-in-law or grandparent) with a serious health condition; or to care for your spouse with a serious health condition. Under CFRA, you may also take leave for care of a registered domestic partner and child of your registered domestic partner. Under FMLA, you may also take leave for a qualifying exigency and to care for a covered service member with a serious injury or illness. See the Care of Family Member and Family Military leave section for more information.
See the serious health conditions definitions for complete details. Below are some examples of conditions that would not ordinarily, unless complications arise, meet the definition and qualify as serious health conditions for Family Medical Leave Act (FMLA)/California Family Rights Act (CFRA) leaves:
If you are unsure whether your illness or injury qualifies as a serious health condition, please discuss with your health care provider.
Under California law, if you need time off for prenatal and postnatal care, you are disabled because of pregnancy or a condition related to pregnancy and childbirth (includes: doctor-ordered bed rest; gestational diabetes; pregnancy-induced hypertension; preeclampsia; childbirth; postpartum depression; loss or end of pregnancy; or recovery form childbirth), you are entitled to up to four months (equivalent to 88 workdays for full time employees) of unpaid leave, depending on your period(s) of actual disability. All Pregnancy Disability Leave (PDL) time taken must be related to the actual period of disability caused by pregnancy, childbirth or a related medical condition or for prenatal/postnatal care.
You may also be eligible for a reasonable accommodation due to medical needs or to transfer to a less strenuous or hazardous position if medically advisable due to your pregnancy. Please contact the Stay-at-Work/Return-to-Work Team.
There are no service requirements to be eligible for PDL; employees disabled by pregnancy are eligible upon hire.
Family Medical Leave Act (FMLA)/California Family Rights Act (CFRA) leaves can be taken for a serious medical condition and on a continuous or on an intermittent or a reduced schedule basis for a total of 12 weeks in a 12-month period.
PG&E Company Medical Leave (CML) may be authorized for periods of more than 10 consecutive unpaid workdays for absences due to non-work-related medical reasons. Receipt of State Plan or Voluntary Plan benefits run concurrently with CML. The CML applies to Management, Administrative, Technical and regular-status ESC-represented employee who have opted out of the Voluntary Plan or are otherwise not covered under the PG&E STD Policy (for example, you have elected to not exhaust all available capped sick time) and regular-status IBEW- or SEIU-represented employee.
Example: Ryan needs 15 weeks of leave for his own medical condition. He is eligible for a full 12 weeks of FMLA/CFRA protected time off. He has no sick pay available and is eligible for VPDI benefits. After he has exhausted his 12-week FMLA/CFRA entitlement, he still needs an additional three weeks off. He can file for an extension of his medical leave under the PG&E company leave and provide the needed company leave certification form to support the additional time requested. Because he used no sick pay, his PG&E company medical leave of absence began his first day of absence, the same day that his FMLA/CFRA began.
Sedgwick customer service representatives are available Monday through Friday 5 a.m.–5 p.m. Pacific time. Sedgwick leave and disability specialists are available Monday through Friday 8 a.m.–5 p.m. In addition, your leave or disability request status can be obtained anytime through “mySedgwick voice,” Sedgwick’s interactive voice response (IVR) system by calling 1-855-732-8217 or through mySedgwick.
You can make new leave requests anytime through mySedgwick or after hours intake by calling Sedgwick at 1-855-732-8217.
Please review the guides below for details on using Sedgwick’s IVR and website:
Intermittent/reduced schedule leave may be taken when medically necessary to care for a seriously ill family member, or because of your serious health condition, including pregnancy.
Intermittent leave refers to an occasional absence where you are certified by your health care provider to miss a few hours or day or two of work. Absences could be planned in the case of an appointment or scheduled treatment or unplanned or unscheduled absences in the case of an exacerbation of your medical condition.
Reduced schedule leave refers to when you are certified by your health care provider to work fewer hours or days than you are normally scheduled (e.g., schedule is reduced to a six-hour workday or to three days per week).
If you have intermittent or reduced workweek hours to report during a regular workday or mandatory overtime shift, you must record the date of absence and the number of hours missed by:
Note: You will receive a confirmation number on each successfully reported intermittent absence.
If you opt into text messages, you will receive notification of your pending absence reported, along with the confirmation number.
If you are reporting your absence on an already approved intermittent leave:
If you are reporting your absence on a pending intermittent leave:
Note: You can always review the status of your absences in mySedgwick for what may be pending, approved or denied.
Submit your completed forms by:
This is a conditional approval. If you have not already taken your first day of absence, Sedgwick will not be able to confirm your eligibility for leave under the Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), PG&E's Paid Family Leave or Short-term Disability based on certain eligibility requirements until this date has occurred. For example, they will not be able to confirm you have worked at least 1,250 hours in the 12 months immediately preceding your leave start date or confirm if you have started to lose wages and are eligible for wage replacement until you’ve actually started your leave.
If your approval status changes after your eligibility for leave is confirmed, Sedgwick will provide you with notice of actions to take and any leave options you may have.
If you agree to receive emails:
If you agree to text messages, an approval notification will be sent by text message as well.
If you do not agree to either email or text messages, you will be mailed a letter with all of the decisions on your leave request.
If you agree to receive text messages, you’ll receive text messages with real time information and proactive reminders. You’ll be notified by text when:
Your request for leave and benefits, if eligible, will be denied. If documentation is later received and you remain eligible for leave or disability benefits, it may be considered on a moving forward basis.
If you take full week of leave under FMLA or CFRA, a full week will be deducted from your available 12 weeks of leave. If you take a partial week of leave, only the percentage of the work week will be deducted from your available 12 weeks of leave.
You will continue to send questions to the PGELeaveteam@pge.com.
No. When on Leave of Absence (LOA), your electronic access permissions will be disabled (including Citrix, VPN and mobile mail), as required by Human Resources and Law. Access to the SAP Portal, PG&E@Work For Me, will remain enabled, however, so you can obtain tax details and other important information. Upon return from LOA, STD or PFL, electronic access will be re-enabled when your Personnel Change Request (PCR) has been completed by your Supervisor via PG&E@Work For Me > My Staff.
All questions in this section are applicable for Utility Management, Administrative & Technical (A&T) and ESC-represented employees only.
You are eligible if you are Utility Management, Administrative & Technical (A&T), and ESC-represented employee with a date of disability of January 1, 2017 or later. For qualifying events beginning on or after January 1, 2018, for employees who work in California, you are eligible for PG&E’s STD Wage Continuation benefits/leave if you are covered under the Voluntary Disability and Paid Family Leave Benefit Plan (Voluntary Plan) and you have exhausted all available capped sick time.
If you are an eligible employee and you opt out of the VP:
If you have the option and elect to not use and exhaust all available capped sick time during your leave, the remainder of the FAQ’s in this STD section will no longer apply to you. Please review the Sick Pay, FMLA/CFRA/PDL and Company Medical Leave FAQ’s above.
If you are an intern, hiring hall, temporary or intermittent employee who has not attained regular status, you are eligible for Voluntary Plan benefits and are not eligible for PG&E STD wage continuation benefits/leave or PG&E’s company leaves. The Voluntary Plan is a wage replacement benefit only and not a type of leave of absence. You may be eligible for a leave of absence under the FMLA, CFRA, or other similar state or local leave law. Please review the Voluntary Plan page and the Types of Leave Document for more information on what benefits and leave for which you may be eligible.
If you are an eligible employee and work outside of California, PG&E’s STD Wage Continuation supplements any state disability and paid family leave program for which you may be eligible.
As an eligible California Utility employee, you’re automatically covered under the Voluntary Plan (VP) beginning in 2018 unless you opt-out. The PG&E STD policy is comprised of two components: capped sick time and wage continuation benefits. Wage continuation benefits supplement VP benefits. If you opt-out of the VP, you will not receive the wage continuation benefits. Capped sick time will still apply and continued use for absences over seven consecutive calendar days will still follow the STD process and require medical certification.
VPDI pays 60% of your pre-disability weekly wage rate. STD wage continuation supplements this VPDI amount, so that together your benefits will add up to an after-tax equivalent of 70% of your pre-disability weekly basic wage rate.
If you are certified as qualifying for STD benefits, you must use any available capped sick time until it is exhausted (provides 100% income replacement). Once capped sick time has exhausted, STD wage continuation provides supplemental income replacement, when added to the VPDI benefit, up to an after-tax equivalent of 70% of basic wage rate prior to disability. You may be eligible for up to 52 weeks of STD benefits/leave.
An application for benefits will need to be made through the leave and disability administrator, Sedgwick, for STD benefits, including capped sick time over 7 days.
For example if an employee is off for a total of 12 weeks and has 120 capped sick time hours:
|Absence||Capped Sick time||Voluntary Plan Disability Insurance (VPDI)||PG&E STD Wage Continuation|
No. Employees who have the choice and elect to not use all or a portion of their capped sick time at the onset of their leave are not eligible for wage continuation benefits or STD leave for the duration of their absence. Employee will be eligible for VPDI benefits and may be eligible for the Company Medical Leave for job protection after FMLA/CFRA/PDL ends.
The PG&E STD wage continuation benefit is taxed at the same rate as regular pay. In order for you to receive the after-tax equivalent to 70% of pre-disability pay, the wage continuation will be “grossed up”. You do not pay taxes on the VPDI benefit.
Important: VPDI and STD wage continuation are weekly benefits. Your monthly pay will be converted to a weekly amount in order to calculate these benefits (monthly pay x 12 / 52 = weekly base pay amount).
You have been certified and approved for VPDI and STD wage continuation benefits for 8 weeks. You use your remaining capped sick time to cover the first 2 weeks. Your base monthly pay is $8,333.00 per month (or $1,923.00 per week). In this example, your tax rate is 30% (Note: Your tax rate is specific to you and may differ from this example).
|Capped Sick Time||One Week||Two Weeks|
|30% tax||- $576.90||- $1,153.80|
Under the PG&E STD policy, after capped sick time ends, you’re eligible for 70% after-tax (net) of your pre-disability weekly basic wage rate of $1,923.00, or $1,346.10 per week, in combination with VPDI and wage continuation benefits. Since you are eligible to receive $1,153.80 per week in VPDI benefits (60% of your weekly basic wage rate), your weekly wage continuation benefit amount will be calculated as follows:
|70% of Basic Weekly Wage Rate||VPDI per week||STD Wage Continuation per week|
|70% of $1,923.00 = $1,346.10||$1,153.80||$1,346.10 - $1,153.80 = $192.30|
6 weeks of STD Wage Continuation benefits of $192.30 is $1,153.80 ($192.30 x 6 weeks = $1,153.80).
With your tax rate of 30%, you pay this 30% on your six weeks of STD wage continuation benefit, which is approximately $494.50 in taxes. The $1,153.80 will be grossed up to $1,648.30 so that after taxes, you will receive the estimated $1,153.80, less any applicable deductions (e.g., benefit premiums, union dues, etc.).
|STD wage continuation payments|
|6 weeks of wage continuation grossed-up||Gross $1,648.30|
|30% tax =||- $494.50|
|$192.30 x 6 weeks||After-Tax/Net $1,153.80|
Below represents your total of 8 weeks of STD benefits through the receipt of capped sick time, VPDI and STD Wage Continuation benefits.
|STD Estimated Benefits|
|Capped Stick Time (2 weeks)||$2,692.20|
VPDI payments (60% no tax weekly benefit (6 weeks)
STD Wage Continuation (70% after tax weekly benefit (6 weeks))
|Total estimated after-tax STD benefits for 8 weeks (Capped Sick, VPDI and Wage Continuation benefits)||$10,768.80|
Capped sick time, VPDI and STD wage continuation benefit payments will be made on your regularly scheduled payroll cycle. The pay cycle in which payments are made in dependent upon the date on which your claim decision is made. You will receive two separate checks/direct deposit from PG&E: VPDI benefits and STD Wage Continuation (supplemental) benefits. For example: If you are a monthly-paid employee and your claim decision is made on the 25th of the month, your benefits will be paid according to your normal pay cycle the following the month.
You can file a claim for STD benefits; however, you cannot be paid workers’ compensation, VPDI and wage continuation benefits for the same period of time except in limited situations. For example, you may be paid interim STD benefits if you’ve filed a claim for workers’ compensation and these payments are denied or delayed.
If you do receive VPDI benefits while your workers’ compensation case is pending, a lien will be filed to recover those benefits when you resolve your workers’ compensation case. In some cases, this could still result in an overpayment of VPDI benefits. If you received capped sick time or wage continuation during this time, you will be required to repay any overpayment resulting from these payments.
If you are on an approved absence, you have job protection for up to one year from your first day missed due to disability and if you are eligible to receive capped sick time or wage continuation benefits. When you are able to return to work, you are generally able to return to your former or equivalent classification and headquarters.
If you have opted to remain covered under the State Plan or have the option and request to not use and exhaust your capped sick time, please see the types of leaves document for additional information on leaves for which you may qualify.
Note: If a position is eliminated, you have no greater right to reinstatement or to other benefits and conditions of employment than if you had been continuously employed (working) during any leave or disability period.
Questions on health and welfare benefits should be directed to the PG&E Benefits Service Center at 1-866-271-8144.
If you are a Utility employee working in California, you are eligible for coverage under the Voluntary Disability and Paid Family Leave Benefit Plan (Voluntary Plan or VP).
VPDI is a wage replacement benefit only and is not a type of leave of absence. You may be eligible for a leave of absence under the Family and Medical Leave Act (FMLA)/ California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL) other similar state or local leave law or PG&E’s company medical leave.
Once you are suffering a wage loss, Voluntary Plan Disability Insurance (VPDI) provides income replacement up to a non-taxable amount of 60% of your basic wage rate prior to disability.
If you are a hiring hall, outage, temporary additional, summer hire, intern or probationary-intermittent employee, VPDI provides income replacement up to a non-taxable amount of 55% of your basic wage rate prior to disability. See the Voluntary Plan page for more information on how benefits are calculated and length in which you may be eligible for benefits.
An application for benefits will need to be made through Sedgwick, using the same process that exists today—one call is needed for Voluntary Plan and any other leave for which you may be eligible and qualified. Meaning, if you will be out for a planned absence, you need to call Sedgwick 30 days in advance of your leave start date. If you will be out for an unforeseeable event, you need to call as soon as the need for leave is known. This includes calling for absences covered under federal and state leave provisions (i.e. if you will be absent for four or more days for your own condition, a leave of absence should be initiated with Sedgwick).
Sick pay and VPDI benefit payments will be made according to your normal pay cycle and the method of payment you’ve elected through PG&E’s payroll department (i.e. direct deposit or live check). VPDI benefit payments will be issued on a separate paycheck from any other pay type and issued according to your current pay designation (direct deposit or live paycheck).
You can file a claim for VPDI benefits. However, you cannot be paid workers’ compensation and VPDI for the same period of time except in limited situations. For example, you may be paid interim VPDI benefits if you’ve filed a claim for workers’ compensation and these payments are denied or delayed.
If you do receive VPDI benefits while your workers’ compensation case is pending, a lien will be filed to recover those benefits when you resolve your workers’ compensation case. In some cases, this could still result in an overpayment of VPDI benefits. You will be required to repay any overpayment resulting from these payments.
If you are receiving Voluntary Plan benefits, you have job protection if you are also on an approved leave of absence under the Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), California Pregnancy Disability Leave CA PFL), other federal/state leave laws, or Company leave policy. The length of your job protection will be dependent on what leave law or policy for which you are eligible.
Please see the leaves of absence section for additional information on leaves for which you may qualify.
During your medical leave period, health and welfare benefits for yourself and your covered dependents, if applicable, will continue as if you were still at work (with the exception of the Dependent Care FSA). You are not eligible to participate in the Dependent Care FSA (DCFSA) while you are not actively at work. Your health and welfare premium contributions will remain the same as when you were working.
You are eligible for full vacation accrual for the first 240 cumulative hours (6 weeks) of your medical leave period, which begins on your first unpaid day of absence, (after you have exhausted all available sick time), per calendar year.
You are eligible if you are Management, Administrative & Technical (A&T), IBEW-, SEIU- or ESC-represented employee, or PG&E Corporation Employees (including PG&E Corporation Support Services, and PG&E Corporation Support Services II, Inc.) and you meet the other eligibility criteria described in the types of leave document.
For qualifying events beginning on or after January 1, 2018, for Utility employees who work in California, you are eligible for PG&E’s PFL Wage Continuation benefits only if you are covered under the Voluntary Disability and Paid Family Leave Benefit Plan (Voluntary Plan or VP).
If you are an eligible employee and you opt out of the VP:
If you are an intern, hiring hall, temporary or intermittent employee who has not attained regular status, you are eligible for Voluntary Plan benefits (55% benefit) and are not eligible for PG&E PFL wage continuation benefits/leave or PG&E’s company leaves. Voluntary Plan is a wage replacement benefit only; you may be eligible for a leave of absence under the FMLA, CFRA, or other similar state or local leave law. See the Voluntary Plan page for additional details on benefit calculations.
If you are an eligible employee and work outside of California, PG&E’s PFL Wage Continuation supplements any state disability and paid family leave program for which you may be eligible.
If you are certified as qualifying for PFL benefits, the Voluntary Paid Family Plan (VPFL) provides 60% benefits, and PG&E’s PFL wage continuation policy supplements these benefits so that in total, you receive a PFL benefit of 100% (pre-tax) of your basic wage rate in effect prior to your leave. The PG&E PFL policy offers up to eight (8) weeks of benefits.
If you are hiring hall, outage, temporary additional, summer hire, intern or probationary-intermittent employee, VPFL provides a 55% benefit of your basic wage rate in effect prior to your leave. You are not eligible for PG&E’s PFL wage continuation benefits described here.
An application for benefits will need to be made through PG&E’s third-party leave and disability administrator, Sedgwick, for both VPFL and PFL wage continuation benefits—one call is needed for VPFL, PG&E PFL wage continuation and any other leave for which you may be eligible and qualified.
No. There is no waiting period for PFL benefits.
Yes. If you are eligible and qualified under FMLA, CFRA, other local state, local leave laws or company leave, VPFL and wage continuation benefits all run concurrently with and do not extend leave under federal, state, local leave laws or company leave policies.
No. PFL benefits can be used on an intermittent basis, when certified to do so, so long as you are suffering a wage loss. You may also break up the leave periods to bond with your new child (Note: there are certain minimum leave length requirements for bonding leaves under other federal, state and company provisions that govern here).
For example, you might be certified to take occasional days off work to care for an eligible family member with a serious health condition or might take three separate two week periods to bond with a new child.
Yes, both parents who work for the company are eligible for leave and benefits under the VPFL and PFL wage continuation program.
The sharing comes in to play for parents both taking leave for bonding under the federal and state leave laws (FMLA/CFRA). The sharing of leave is minimal in this regard as any time the mother has on FMLA leave for her pregnancy is not shared. If this is 10 weeks, then those 10 weeks are not shared. Assuming the father is also eligible for FMLA, he would get 10 weeks of FMLA. In addition, if you are both eligible, you both may take leave under the company child care/bonding leave.
During your PFL/bonding or family care leave period, your health and welfare benefits for yourself and your covered dependents, if applicable, will continue as if you were still at work (with the exception of the Dependent Care FSA). Your health care premium contributions will remain the same as if you were working for the first three calendar months of your PFL/bonding or family care leave. See the Parental Leave section and FAQs for additional information and examples.
If you remain off work beyond three calendar months, starting in the fourth calendar month, you will be responsible for paying the full premium for the medical, dental and vision plans, depending on your status. The first partial month is the month in which your first day of PFL leave begins. Your PFL period runs concurrently with FMLA/CFRA and/or the company’s Child Bonding or personal leave.
All eligible employees:
Management, A&T and ESC-represented employees:
IBEW- and SEIU-represented employees:
You are eligible continue to accrue vacation during periods of PFL leave in accordance with current rules for unpaid leaves of absence (see your respective labor agreement or the Summary of Benefits Handbook for additional details and limitations for vacation accrual during period of leave).
Questions on health and welfare premiums should be directed to the PG&E Benefits Service Center at 866-271-8144.