1. Support and enforce your employee's reporting and adherence to the leave process.

When an employee is requesting time off as specified below, you must advise and inform your employee of the leave absence process and requirements.

• Your employee makes you aware of a possible serious health condition for themselves or a family member relating to an absence or future time off needs—could be for any length of time.
• Your employee has an illness or injury that prevents them from working and is unsure whether it qualifies as a serious health condition.
• Your management, administrative and technical (A&T), security (non-union represented) or ESC-represented employee is absent for seven consecutive calendar days or longer, a short-term disability claim must be filed with the leave and disability administrator, Sedgwick. Periods of absence of less than seven days may also qualify under the STD policy and should also be filed with Sedgwick (e.g., hospital confinement).
• Your employee has been called to Military service.
• Your employee will become a parent—could be through the birth, adoption, or foster placement of a new child.
• Your employee will be absent for more than two weeks unpaid by the company (an absence is still considered unpaid by the company when receiving Voluntary Plan benefits).
• Your employee will be absent for reasons covered under a state or federal leave or company policy.
• If your employee is absent for their own medical condition, they may have the option to not use and exhaust all capped sick time/sick pay. A leave of absence must be requested through Sedgwick in order to make the determination whether this option applies to your employee and for your employee to confirm their sick pay election.

Click here for more information on the types of leaves.

This means you:

• Remind your employee to report their leave by calling Sedgwick at 1-855-732-8217 or by using the mySedgwick website.
  • Sedgwick customer service representatives and leave/disability specialists are available Monday through Friday 5 a.m. - 5 p.m. Pacific time.
  • A new leave can be requested any time.
• If your employee cannot initiate their leave request on their own or has been off of work due to a possible serious health condition and has not initiated their leave, you need to report the absence on their behalf by contacting Sedgwick at 1-855-732-8217.
• Note:
  • You are not able to submit a new leave request for your employee through the mySedgwick website.
  • A family member can also request a new leave on your employee's behalf.
• Remind your employee of their responsibilities under the leave of absence process—including reporting any intermittent absences in advance, if applicable.
• Stay in contact with your employee throughout their absence.

Important: Do not ask your employee for details surrounding his or her medical condition, the medical condition of his or her family member or for any specific medical information or underlying condition or diagnosis.

• If you are unsure if the condition, as offered by your employee, qualifies him/her to take a leave, please have your employee contact Sedgwick for a leave package and notice of their rights under any federal or state leave to be sent out. Sedgwick will make the determination on your employee’s eligibility for leave, Voluntary Plan benefits and STD/PFL benefits.
• See the Frequently Asked Questions below for additional information on STD, PFL and serious health conditions under the Family and Medical Leave Act (FMLA) or California Family Rights Act (CFRA). (Note: eligibility and approval for Voluntary Plan benefits alone is NOT an approval for a leave of absence and does not provide for job protection or return rights).

2. Prepare for your employee's leave.

Discuss with your employee their leave request and estimated duration of absence. This will help you determine what, if any, additional support you may need in the office during their absence. If your employee is taking pregnancy leave, please review the Mothers’ Rooms at Work page for leaders which details your legal obligation in regards to your employee’s right to express milk at work.

Contact your HR Business Partner (note that you must be logged into the PG&E network in order to view this information) if you need further guidance on the above or below (Performance and Pay Planning).

When your employee is on a Leave of Absence (including short term disability or paid family leave) your employee’s electronic access permissions will be disabled (including Citrix, VPN, and mobile mail), as required by PG&E. They will not have access to check work emails while on leave. The employee will continue to have access to PG&E@WorkforMe to view pay statements, benefits, and other information through myportal.pge.com. When your employee returns from Leave of Absence, their electronic access permissions will be re-enabled following the completed PCR process (see step 12).

If your employee is on a leave of absence other than STD or PFL and continues to be recorded with any pay time codes (including Sick, Sick Relative, Vacation, Floating Holiday), you must contact the TSC to request that all unnecessary electronic access be removed while your employee is on leave.

3. Performance and Pay Planning.

Performance Actions During an LOA
If an employee on an LOA (which includes PG&E’s PFL and STD leaves) has three (3) months or more service during the calendar year and is STIP-eligible:

• A year-end performance evaluation is required.
• If an employee is planning an LOA over the year-end review period, you should ask for a list of potential feedback providers before they leave so multiple perspectives can be considered in their performance evaluation.

Pay Planning During an LOA

• Merit: You will not plan merit changes for eligible employees who are on an LOA during the annual pay planning cycle. They are not included in the Merit budget in Rewards Connect. Instead, you will need to update the employee’s pay for any warranted merit pay change when s/he returns from leave after the Return from LOA PCR has been processed.
• STIP/LTIP: If employees are eligible for STIP/LTIP during the pay planning cycle, the award(s) will be paid according to the regular annual pay planning schedule, even while on LOA. If the employee on leave has a year-end performance evaluation and rating in iConnect prior to annual pay planning cycle go-live, the Leader will plan award(s) per guidelines. Employees with less than 3 months of performance history or no year-end performance evaluation and rating will default to a predetermined company-wide individual modifier to determine the STIP award.

4. Review and verify your employee's request for leave of absence.

After your employee requests a new leave by calling Sedgwick, you'll receive an email with details and specific action for you to take, including information on whether the use of capped sick time/sick pay is optional or required. You are responsible for reviewing and verifying the information in the email is correct and to take any action required.

If you receive a doctor's note or other medical documentation relating to your employee's absence, please contact Sedgwick at 1-855-732-8217 and follow their instructions on how to send the documentation to their attention.

If your employee voluntary discloses personal information about his or her health or the health of a family member and you feel they need additional support during the leave of absence process, contact the PG&E leave team at PGELeaveTeam@pge.com and we will reach out to the employee. Remember that for privacy reasons, you should not ask employees about their medical condition or the condition of their family. If they choose to share information with you, let them know that PG&E has resources that may assist them through challenging times.

5. Notify your timekeeper(s) of all leave of absence time taken.

You are responsible for notifying your timekeeper(s) of all time off taken under PG&E leave of absence provisions. If time is not recorded accurately and in a timely fashion, it could result in overpayment or underpayment of wages and benefits, as well as additional time off the employee is not entitled to under these provisions.

There are certain company requirements for use of pay and time entries during an absence. See the time coding job aid (under Checklists for your specific employee group) for the company pay policies you need to follow for medical and family care leaves. The job aids include details about the Sedgwick emails and directions on use of sick pay during a medical leave of absence. If your employee has not requested leave, the default is to continue to record capped sick time/sick pay until the leave is requested and Sedgwick determines whether the employee can elect to not use all available sick time. See the FAQ’S below for additional details.

Medical Leave/Short-term Disability:

• You are responsible for notifying Sedgwick once sick pay has ended (capped sick time or regular sick pay). This applies when the use of sick pay is optional (medical leaves of absences on or after 2/1/2020) while covered under FMLA/CFRA/PDL and when the use of sick pay is required to be used and exhausted during a medical leave.
• Management, A&T, security, and ESC-represented employees: Sedgwick will complete a Start STD or Start VP Disability Leave action in SAP, effective the first day of absence. The Start STD action will be completed during period of STD leave in which capped sick time is being used. The Start VP Disability Leave action will be completed when the employee is eligible to receive STD Wage Continuation and Voluntary Plan Disability benefits.
• IBEW- and SEIU-represented employees: Sedgwick will complete a Start VP Disability Leave action in SAP, effective the first day of absence after sick pay has ended, and when the employee is eligible to receive Voluntary Plan Disability benefits.

Family Care/Paid Family Leave:

• Sedgwick will complete a Start PFL action in SAP effective the first day of absence for periods of PFL leave of more than one week.

*Important! For leaves not covered under PG&E’s STD and PFL Wage Continuation policies (under Employee Wellness-2100) and for leaves in which an employee is not also receiving Voluntary Plan benefits, Sedgwick will complete a Start Leave without Pay action in SAP when the absence is more than two weeks (reminder: the Voluntary Plan provides for wage replacement only and is NOT a type of leave of absence).

6. During your employee's leave.

Connect with your employee periodically to check in on their status, how they're doing and intent to return to work.

Important: do not ask your employee to perform work activities during their leave or ask them to return prior to their being ready and safe to do so.

7. Maintain confidentiality.

Remember to keep confidentiality in mind at all times. Do not ask for details about an illness, diagnosis, or injury. Do not share any confidential information your employee has disclosed to you with anyone else, except on a need-to-know basis. If you are unsure, please contact your HR Business Partner (note that you must be logged into the PG&E network in order to view this information).

8. Provide Sedgwick with all pertinent information if re-certification of an absence is requested or required.

If your employee's condition changes and additional time off is needed, a re-certification of the leave or disability is required. If your employee's Sedgwick case specialist requires additional information relating to absences taken, past or current that relate to the employee's current leave, you'll be responsible for providing information requested.

9. Verify your employee is able to return from leave on or before the expiration date of their approved leave.

If your employee has not contacted you about returning to work or the need for additional time off prior to the expiration of their current approved leave, please reach out to your employee five business days prior to their scheduled return date to verify your employee is ready and able to return to work.

Employees must contact you and Sedgwick to request an extension prior to the expiration of their current leave. If you are unable to reach your employee, please contact the PG&E Leave Team, your HR Business Partner or Labor Relation Specialist and/or your employee's Sedgwick case specialist for possible alternative contact information.

10. Help return your employee to work safely.

• If your employee falls under a DOT classification and has been off work for greater than 30 days, you must email DOT & Regulatory Compliance two weeks prior to your employee's scheduled return to work date in order to make the appropriate and required arrangements for a pre-duty testing.
• If your employee was absent for their own medical condition lasting longer than two weeks, they are required to provide Sedgwick with a release to return to work form prior to returning to work.
  • Please note that your employee may be asked to provide a release to return to work form for an absence of less than two weeks if the condition merits.
• It is your employee’s responsibility to provide this form before they start any work. If the release is not provided, their return may be delayed until it is provided (they are no longer on an approved leave at this point).
• If restrictions or a reasonable accommodation are required to remain at work or return to work and you have questions, please email the Accommodations Team or call 925-459-7270 to discuss possible reasonable accommodations.

11. Initiating a Personnel Change Request (PCR) at the end of your employee's leave.

You are responsible for initiating the appropriate Return from Leave PCR when your employee returns to work.

• Please ensure you reference the work schedule your employee will be returning to (even if it is the same schedule your employee had prior to his/her absence).
• The Return from Leave PCR is found via PG&E@Work For Me > My Staff > Personnel Change Requests. This should be completed two days prior to their return to work.
• Until you complete this action, your employee:
  • Will not have their electronic and physical access permissions re-enabled
  • Will not receive a regular paycheck

Please also work with your employee prior to their return and/or go to MyPhysicalAccess upon their return to update their physical access.

13. Performance and pay planning upon return from LOA (which includes PG&E's PFL and STD leaves).

Performance Actions Following an LOA

• If three (3) months or more of service in the calendar year: The employee will generally require a performance evaluation; however, if attendance has been intermittent with 3 or 4 months of work interrupted by one or more leave periods, it may not be appropriate for them to receive a rating.
• If less than three (3) months of service in the calendar year: Employees should not receive a year-end performance evaluation. Having a goal setting and performance feedback discussion is still important.

Pay Planning Actions Following an LOA

For employees returning from LOA, leaders may submit an off-cycle increase (if warranted) after the Return from Leave PCR has been processed. Off-cycle increases are not part of the annual rewards budget.

Please contact your HR Business Partner if you need further guidance (Note: that you must be logged into the PG&E network in order to view this information).

14. Employer Verification form from the California Employee Development Department (EDD)

If you receive an Employer Verification form from EDD, please place it in a secure envelope and mail to:

PG&E Leave Team
1850 Gateway Blvd, 7th Floor
Concord, CA 94520

Employees are not able to request personal, educational or political service leaves by calling Sedgwick or online through the mySedgwick website. Instead, the leave request will come to you, and you'll need to:

• Review the leave request with your employee (employee must submit to you their completed Company Leave Request form).
• Review eligibility requirements on the Types of Leave document.
  • Educational leaves require your employee submit to you, along with their request form, satisfactory evidence of admission to an accredited institution and to a program which is related to company needs.
  • Ongoing evidence of enrollment on a quarterly or semester basis will be required by Sedgwick in order for your employee to remain on an approved educational leave.
• Review the request with your leader and HR representative (note that you must be logged into the PG&E network in order to view this information).
• Report the leave to Sedgwick by calling 1-855-732-8217. Ensure you've reviewed the request with your leader and HR representative, and determined your employee's eligibility for the leave prior to reporting.
  • Note, by reporting the leave to Sedgwick, you are confirming you've reviewed the request, determined eligibility as noted above and are approving the request.

See company personal, educational or political service leave webpage for more information.

To initiate a company personal, educational or political service leave, follow the steps below.

1. Information needed to report a leave of absence on behalf of your employee.

The information below is needed to help determine leave eligibility and ensure the correct leave package is sent to the employee.

You'll need to provide your employee's:

• Name;
• Employee personnel number;
• Home mailing address and contact number(s);
• Confirmation if employee would like text messages or emails (if so, cell phone and email addresses are needed);
• Current work schedule;
• Type of leave needed;
• Estimated duration of leave, and
• Your name and contact information.

2. Prepare for your employee's leave.

Discuss with your employee their leave request and estimated duration of absence. This will help you determine what, if any, additional support you may need in the office during their absence. Contact your HR Business Partner if you need further guidance on the above or below (Performance and Pay Planning).

When your employee is on a Leave of Absence, their electronic access permissions will be disabled (including Citrix, VPN, and mobile mail), as required by PG&E. They will not have access to check work emails while on leave. Your employee will continue to have access to PG&E@WorkforMe to view pay statements, benefits, and other information through myportal.pge.com. When your employee returns from Leave of Absence, their electronic access permissions will be re-enabled following the completed PCR process (see step 12).

3. Performance and Pay Planning.

If an employee (non-union and salaried Union-represented) has three months or more performance history during the calendar year the following apply:

Performance Actions During an LOA

If an employee on an LOA (which includes PG&E’s PFL and STD leaves) has three (3) months or more service during the calendar year and is STIP-eligible:

• A year-end performance evaluation is required.
• If an employee is planning an LOA over the year-end review period, you should ask for a list of potential feedback providers before they leave so multiple perspectives can be considered in their performance evaluation.

Pay Planning Actions During an LOA

• Merit: You will not plan merit changes for eligible employees who are on an LOA during the annual pay planning cycle. They are not included in the Merit budget in Rewards Connect. Instead, you will need to update the employee’s pay for any warranted merit pay change when s/he returns from leave after the Return from LOA PCR has been processed.
• STIP/LTIP: If employees are eligible for STIP/LTIP during the pay planning cycle, the award(s) will be paid according to the regular annual pay planning schedule, even while on LOA. If the employee on leave has a year-end performance evaluation and rating in iConnect prior to annual pay planning cycle go-live, the Leader will plan award(s) per guidelines. Employees with less than 3 months of performance history or no year-end performance evaluation and rating will default to a predetermined company-wide individual modifier to determine the STIP award.

4. Review and verify your employee's request for leave of absence.

After the leave is requested by calling Sedgwick, you'll receive an email with details and specific action for you to take. You are responsible for reviewing and verifying the information in the email is correct and to take any action required.

If you receive a doctor's note or other documentation relating to your employee's absence, please contact Sedgwick at 1-855-732-8217 and follow their instructions on how to send the documentation to their attention.

If your employee voluntary discloses personal information about his or her health or the health of a family member and you feel they need additional support during the leave of absence process, contact the PG&E leave team at PGELeaveTeam@pge.com and we will reach out to the employee. Remember that for privacy reasons, you should not ask employees about their medical condition or the condition of their family. If they choose to share information with you, let them know that PG&E has resources that may assist them through challenging times.

5. Notify your timekeeper(s) of all leave of absence time taken.

You are responsible for notifying your timekeeper(s) of all time off taken under PG&E leave of absence provisions. If time is not recorded accurately and in a timely fashion, it could result in overpayment or underpayment of wages and benefits, as well as additional time off the employee is not entitled to under these provisions.

Company leaves are unpaid leaves. There is no pay designation to be made as your employee does not have the option to request paid time during an approved company leave.

6. Provide notification of the start of your employee's unpaid leave.

You are responsible for informing Sedgwick of your employee's first full unpaid day of absence in advance of the leave start date.

Company leaves are for unpaid absences more than 10 consecutive workdays and a Start Leave Without Pay action in SAP is needed. In order for Sedgwick to process this SAP action in a timely manner, notice of your employee's first unpaid day of absence by you is required.

7. During your employee's leave.

Connect with your employee periodically to check in on their status, how they're doing and intent to return to work.

If the job-protected portion of their leave has or will end prior to their return, keep your employee informed of the availability of their position upon their return to work.

Important: Do not ask your employee to perform work activities during their leave or ask them to return prior to their being ready and safe to do so.

8. Maintain confidentiality

Remember to keep confidentiality in mind at all times. Do not ask for details about an illness, diagnosis, or injury. Do not share any confidential information your employee has disclosed to you with anyone else, except on a need-to-know basis. If you are unsure, please contact your HR Business Partner (note that you must be logged into the PG&E network in order to view this information).

9. Provide Sedgwick with all pertinent information if an extension of an absence is requested.

If your employee's need for leave changes and additional time off is needed, additional documentation may be required, depending on the reason for leave or extension. If your employee's Sedgwick leave specialist requires additional information relating to absences taken, past or current that relate to the employee's current leave, you'll be responsible for providing information requested.

10. Verify your employee can return from leave on or before the expiration date of their approved leave.

If your employee has not contacted you about returning to work or the need for additional time off prior to the expiration of their current approved leave, please reach out to your employee five business days prior to their scheduled return date to verify your employee is ready and able to return to work.

Employees must contact you and Sedgwick to request an extension prior to the expiration of their current leave.

If you are unable to reach your employee, please contact the PG&E Leave Team and/or your employee's Sedgwick leave specialist for possible alternative contact information.

See company personal, educational or political service leave webpage or contact your HR Business Partner for more information. For example, if the job-protected portion of your employee’s leave ended, your employee will need to discuss with you if their position has been filled and apply for jobs, if applicable, prior to their approved leave end date.

11. Help return your employee to work safely.

• If your employee falls under a DOT classification and has been off work for greater than 30 days you must email DOT & Regulatory Compliance one week prior to your employee's scheduled return to work date in order to make the appropriate and required arrangements for a pre-duty testing.
• If restrictions or a reasonable accommodation are required to remain at work or return to work and you have questions, please email the Accommodations Team or call 925-459-7270 to discuss possible reasonable accommodations

12. Initiating a Personnel Change Request (PCR) at the end of leave.

You are responsible for initiating the appropriate Return from Leave PCR when your employee returns to work.

• Please ensure you reference the work schedule your employee will be returning to (even if it is the same schedule your employee had prior to his/her absence).
• The Return from Leave PCR is found via PG&E@Work For Me > My Staff > Personnel Change Requests.
  • This should be completed two days prior to their return to work.
  • Until you complete this action, your employee:
    • Will not have their electronic access permissions re-enabled
    • Will not receive a regular paycheck.
• Please also work with your employee prior to their return and/or go to MyPhysicalAccess upon their return to update their physical access.

13. Performance and pay planning upon return from LOA.

Performance Actions Following an LOA

• If three months or more of service in the calendar year: The employee will generally require a performance evaluation; however, if attendance has been intermittent with 3 or 4 months of work interrupted by one or more leave periods, it may not be appropriate for them to receive a rating.
• If less than three months of service in the calendar year: Employees should not receive a year-end performance evaluation. Having a goal setting and performance feedback discussion is still important.

Pay Planning Actions Following an LOA

For employees returning from LOA, leaders may submit an off-cycle increase (if warranted) after the Return from Leave PCR has been processed. Off-cycle increases are not part of the annual rewards budget.

Please contact your HR Business Partner if you need further guidance (note that you must be logged into the PG&E network in order to view this information).

What are the company pay policies to be adhered to?

Short-term Disability (for management, administrative & technical and ESC-represented employees):

Usage of available capped sick time is the default when a medical leave of absence is reported to Sedgwick.

If your employee’s date of first absence is on or after 2/1/2020 and the leave is covered under both the FMLA, CFRA and/or PDL leave AND Voluntary Plan Disability Insurance (VPDI) or State Disability Insurance (SDI) benefits at the onset of their continuous absence, they can choose not to use and exhaust all available capped sick time and would therefore not be eligible under the STD policy.

• An employee’s request to not use all or a portion of capped sick pay must be made through Sedgwick and communicated to you. In the case of foreseeable leaves, this must be done in advance of the leave start date and in the case of non-foreseeable leaves, this must be done within 7 calendar days of the leave start date, or date the leave is filed with Sedgwick, whichever is later.
• If an employee does not submit a request to change their capped sick time or selects STD benefits, the default is to use and exhaust all available capped sick time.

There are certain requirements for pay and time entries under the STD policy.

• For health-related absences more than seven consecutive calendar days, capped sick time must be used and exhausted prior to being eligible for PG&E’s STD wage continuation benefits. If capped sick time is not used and exhausted, an employee is not eligible for paid benefits and job protected leave under the STD policy. An employee may still be eligible for VPDI or SDI wage replacement benefits and additional job protected leave under the Company Medical Leave (CML).
• Continued use of capped sick time beyond seven consecutive calendar days cannot be recorded unless a STD claim has been filed and a Start STD has been completed in SAP.
• Waiting Period: Capped sick time, if available, will be used during the seven-day waiting period, unless your employee has requested to use their incidental sick time. Once sick time is exhausted, an employee can choose to use other paid time or be unpaid during the waiting period.
• Once capped sick time exhausts, absences must be recorded using the applicable unpaid STD absence code (pending-2040, approved-2041, denied-2042).
• If the STD leave is denied and your employee has not returned to work, an End STD action will be completed in SAP. If your employee is using capped sick time, continued use of capped sick will end as of the date the denial decision was made.

PG&E’s Paid Family Leave:

If your employee is eligible under the PG&E PFL policy, there are certain requirements for time entries.

• Absences must be recorded using the applicable unpaid PFL absence code (pending-2044, approved-2043, denied-2045).

Sick pay (for IBEW and SEIU-represented employees):

Usage of available sick pay is the default when a medical leave of absence is reported to Sedgwick.

When an employee is absent due to his or her own medical condition, and the date of first absence is on or after 2/1/2020, all available sick pay is required to be used first, unless they are covered under both the FMLA, CFRA and/or PDL leave AND Voluntary Plan Disability Insurance (VPDI) or State Disability Insurance (SDI) benefits at the onset of their continuous absence. In this case, they can choose not to use and exhaust all available sick pay during their leave.

• An employee’s request to not use all or a portion of sick pay must be made through Sedgwick and communicated to you. In the case of foreseeable leaves, this must be done in advance of the leave start date and in the case of non-foreseeable leaves, this must be done within 7 calendar days of the leave start date, or date the leave is filed with Sedgwick, whichever is later.
• If an employee does not submit a request to change their sick pay, the default is to use and exhaust all available sick pay.
• Sick pay, other than family sick pay (aka sick relative) can only be used for absences relating to an employee's own medical condition.

Vacation and floating holiday pay:

• Vacation pay and floating holiday pay requested by your employee is subject to your approval or any scheduling provisions of an applicable collective bargaining agreement. This pay cannot be used in conjunction with benefits under PG&E’s STD and PFL policies and with Voluntary Plan benefits.
• Do not record vacation or floating holiday pay without your employee's prior request to use it.

Continuous leaves:

• Paid time cannot be used intermittently during a continuous leave of absence.
• Capped sick time/sick pay is the default for medical leaves of absences that begin on or after 2/1/2020, unless your employee has a qualifying absence where they have the option not to use their sick time and requests to not use all or a portion of their sick time.
• All time entries need to be made in advance of the payroll cycle to avoid potential overpayments.

If I have any time coding questions relating to my employees leave of absence, who should I contact?

Send questions to the PGELeaveteam@pge.com.

What is a serious health condition under FMLA and CFRA?

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 and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) leaves:

• The common cold
• The flu
• Ear aches
• Upset stomach
• Minor ulcers
• Headaches other than migraine
• Routine dental or orthodontia problems, periodontal disease, etc.

What are my employee's requirements to report intermittent absence days?

If your employee has an intermittent or reduced schedule leave, they are required to report any absence taken during a regular workday or mandatory overtime shift by:

• Calling Sedgwick or submitting their absence on the mySedgwick website.
• Your employee must also follow your department guidelines for reporting all absences.
• An unplanned absence for illness or care of a family member must be reported to Sedgwick the same day the absence occurs.
• A planned absence for treatment or appointments must be reported to you and Sedgwick 30 days in advance or as soon as the timing is known. Your employee must make a reasonable effort and work with your supervisor to schedule these absences around business needs (i.e., during non-peak work days/hours, before or after work, etc.).

The above applies to all employees and if your employee fails to follow these steps, their time away may not be considered for protection under federal or state leave laws or eligible for benefit payments under the STD and PFL policies or Voluntary Plan benefits (when applicable, as not all intermittent leave qualifies under these policies or benefits).

How will I receive notification and decisions for intermittent absences reported to Sedgwick?

• You’ll receive real time email notifications once your employee reports an intermittent absence.
• You will not receive a separate notification of approval.
• If the absence is pended awaiting additional information or denied, you will only receive an update within two days of the initial report of absence with the current status.

Where can I find more information on the leave of absence process and policies?

See the Leave of Absence page for more information and FAQs.

If you're looking for information on Time Off policies—outside of a leave of absence (i.e., sick, vacation, etc.)—visit the Vacation, Holidays, Sick Time and Other Time Off page.