As soon as you know of your need for a leave for a serious health condition, or need a STD leave (i.e. you will be absent for your own medical condition for more than seven consecutive calendar days), notify your supervisor and Sedgwick, including the estimated length of your absence.

If you do not follow the process and complete the steps to report and certify your absence in a timely manner, you may disqualify yourself from being eligible to receive benefits under PG&E's Leave provisions, Voluntary Plan benefits and job protection under the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), the Pregnancy Disability Act (PDL) or other federal, state or company leaves.

In addition, if you are out for an FMLA-related reason and do not report the absence as required, it will not be recorded as qualifying for job protection under FMLA or a related state leave law.

What You Need to Do

How You Get It Done

Notify your supervisor and Sedgwick at least 30 days in advance.

Remember, you are not required to provide any details about your medical condition to your supervisor.

Discuss your leave plans with your supervisor, including any transition of duties and back-up support needed.

Understand your leave options, pay, impacts to recurring deductions and health care benefits during your leave

Recurring deductions impacted by leave:

Campaign for the Community
When not using regular sick pay, contributions end day prior to your leave start date and will not resume automatically.

Commuter Transit
You may choose to stop your Commuter Transit Program benefit deductions during your leave.

Union Dues
Your monthly payroll deduction for union dues will end when not receiving sick pay or any PG&E wage continuation benefit.

ESC-represented employees: your union dues will continue while receiving Capped Sick time. Once you are eligible for PG&E’s STD and/or PFL wage continuation benefits, your union dues will be reduced to $9 per month.

IBEW-and SEIU-represented employees: your union dues will continue while receiving sick pay and PG&E’s PFL wage continuation benefits.

Fidelity Investment (401(k) Plan)
While approved to receive capped sick time (and incidental sick time, if used during the benefit waiting period) and STD wage continuation benefit payments, or regular sick pay, 401(k) contributions and company match will continue at your current designation. Contributions to your 401(k) Plan will end when your unpaid leave starts, including loan payments.

• Leave Options: Review the types of leave document
• Pay Options/Requirements: Review Pay Information and understand how it applies to you:
  • Utility Management, Administrative and Technical (A&T), Security and ESC-represented employees
  • IBEW- and SEIU-represented employees
• Benefits:
  • Review the benefits during your leave information and understand how it applies to you:
    • Benefits While on LOA - Non-Union Employees
    • Benefits While on LOA - Union-Represented Employees
  • You may call the PG&E Benefits Service Center at 1-866-271-8144 for additional information about your benefits while on leave
  • Review the VP page and FAQs for information about redirecting health and welfare premiums from Voluntary Plan benefits.

Electronic and physical access permissions will be disabled

When on full time Leave of Absence (LOA), your electronic and physical access permissions will be disabled (including Citrix, VPN and mobile mail), as required by PG&E.

You will not have electronic access to check work emails while on leave and your ID card for physically accessing PG&E sites will also be disabled. When you return from LOA, your electronic and physical access permissions will be re-enabled after your Supervisor completes your Personnel Change Request (PCR).

Physical Access:

1. Before going on leave employees are asked to copy all of their existing access (to reference when re-requesting access upon return).
2. When returning from leave all employees need to call the HR Service Center at 223-4357 to confirm their status is active in SAP. (Supervisor needs to process PCR, in order for the status to be active).
3. Personnel status must be active both in SAP and in Quantum.
4. Visit MyPhysicalAccess to request physical access to sites you previously had access to before going on leave.
5. Contact Physical Access Support Center to reactivate the badge at 415-973-5300, (#3 must be completed before badge can be activated).

Make sure to provide your contacts with a personal email address, for any non-work related emails you need to receive while on leave.

Review your department’s guidelines for out of office notifications.

Update your email and voicemail messages as applicable with an out of office notification.

Non-union and salaried Union-represented employees: Determine if you need to complete a self-evaluation prior to starting your leave.

If you have 3 months or more of performance history during the calendar year and will be on a leave that will extend over the Mid-year or Year-end evaluation period, performance to date should be documented in iConnect Performance. If possible, you should provide your manager with names of feedback providers prior to leaving on a planned LOA.

What You Need to Do

How You Get It Done

Request a Medical Leave by contacting Sedgwick. One call is needed to apply for Voluntary Plan benefits, PG&E’s wage continuation benefits and any other federal, state or company leave for which you may be eligible and qualified.

You, or someone acting on your behalf (e.g., spouse, manager, etc.), can request a Medical Leave.

Advise your supervisor of the estimated duration of leave and follow your department's call in procedures.

Understand your pay options and requirements.

Contact Sedgwick by:

1. Calling 1-855-732-8217; or
2. Accessing mySedgwick website (single-sign on capability while logged into the PG&E network) or through mySedgwick (external access).

Notes:

• To avoid delays in processing your leave, be prepared to provide your personnel number, leave start date and estimated duration of leave.
• If your absence began on or after 2/1/20 and sick pay usage is optional during your leave, communicate your requested sick pay usage during this initial call to Sedgwick. If you do not request differently, sick pay will be used and exhausted.

Carefully review and understand the documents in your Medical Leave package.

After you apply for a leave, Sedgwick will send a Medical Leave package to your mailing address or by email, if requested. Review all materials in this package.

If you provide your doctor’s name and fax number to Sedgwick then Sedgwick will fax the medical certification to the doctor’s office. Please reach out to the doctor’s office to let them know the medical certification is being faxed. You will also want to confirm that the form was received by your doctor in order for them to complete and fax back to Sedgwick. When you receive notification from the doctor’s office that the completed medical certification has been faxed to Sedgwick you need to follow up with Sedgwick to ensure the medical certification was received and is legible.

If you have opted out of the Voluntary Plan, you will need to make a separate application for State Plan benefits.

Apply for CA SDI online: http://www.edd.ca.gov/disability/SDI_Online.htm

The employer's address to use on the form is 1850 Gateway Blvd., 7th Floor, Concord, CA 94520.

Return all applicable forms

TIPS/REMINDERS: You can have your leave of absence packet emailed, mailed, or sent to you both ways. You have twenty (20) days from the date your leave of absence starts to provide medical certification to Sedgwick.

Medical Certification: Certify your absence by returning the completed medical certification form and authorization forms within the timeframe provided. You can mail or fax the form to Sedgwick or upload to mySedgwick.

If you provide your doctor’s name and fax number to Sedgwick then Sedgwick will fax the medical certification to the doctor’s office. Please reach out to the doctor’s office to let them know the medical certification is being faxed. You will also want to confirm that the form was received by your doctor in order for them to complete and fax back to Sedgwick. When you receive notification from the doctor’s office that the completed medical certification has been faxed to Sedgwick you need to follow up with Sedgwick to ensure the medical certification was received and is legible.

Pay: If your absence began on or after 2/1/20 and sick pay usage is optional during your continuous medical leave, and you’d like to request something other than the default policy, submit your request to Sedgwick, your supervisor and, if applicable, your timekeeper, within the timeframe provided.

Note regarding pay and concurrency of leave policies while on medical and STD leave: The Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA) and/or other state or federal leaves offer job protection—they do not offer a pay component. The receipt of any type of pay during your medical or STD leave run concurrently with FMLA/CFRA/PDL and does not extend the 12-week FMLA/CFRA entitlement.

In addition, the receipt of Voluntary Plan or State Plan benefits run concurrently with the Company Medical Leave of Absence (CML) and do not extend the length of leave available, for those who are eligible.

Understand your benefits during your leave (e.g., medical, dental, spending accounts, etc.).

• Review the benefits during your leave information and understand how it applies to you:
  • Benefits While on LOA - Non-Union Employees
  • Benefits While on LOA - Union-Represented Employees
• You may call the PG&E Benefits Service Center at 1-866-271-8144 for additional information about your benefits while on leave

Approval of your Medical Leave and PG&E-paid disability benefits (VPDI, and if applicable, capped sick time and STD wage continuation) is based on information your Health Care Provider (HCP) provides and if your condition qualifies under federal, state or company leave.

Sedgwick will notify you and your manager of the final determination (i.e., approved or denied) or if additional documentation or clarification is needed prior to a final determination.

If you are denied, and have taken, or need time away from work, contact your supervisor to discuss your next steps.

Ensure any absence(s) reported to your supervisor and/or timekeeper is correctly coded AND prior to your regular payroll cycle processing.

Provide Sedgwick with any needed clarification, if requested.

What You Need to Do

How You Get It Done

If you apply for an intermittent¹ or reduced workweek² leave, you must report your intermittent or reduced workweek absences.

An unplanned absence for illness or care must be reported to Sedgwick the same day the absence occurs.

A planned absence for treatment or appointments must be reported to your supervisor and Sedgwick 30 days in advance or as soon as the timing is known.

¹ An occasional absence where you are certified by your Health Care Provider (HCP) 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.

² When you are certified by your HCP to work fewer hours or days you are scheduled.

Report any absence (date and hours missed during a regular workday or mandatory overtime shift by:

• Calling Sedgwick at 1-855-732-8217, press 1 and then say "Absence" or press 2
• Accessing mySedgwick.

Note:

• You must also follow your department guidelines for reporting all absences.
• You must make a reasonable effort and work with your supervisor to schedule these absences around business needs (e.g., during non-peak work days/hours, before or after work, etc.).
• If you fail to follow these steps, the time you are away may not be considered for protection under FMLA/CFRA.

Communicate with your supervisor

Call your supervisor to provide your status and intent to return to work.

Contact your health care provider (prior to your return to work date) so he or she can complete and sign the Release to Return to Work form.

This form must be completed, signed, and returned to Sedgwick before you can start work or have your regular pay reinstated.

Provide your completed Release to Return to Work form prior to your Return to Work date. You are responsible for sending this form to Sedgwick as outlined in the form instructions.

The form is included in your leave package and is available in your leave file in mySedgwick. Sedgwick will also mail a copy to you approximately two weeks before your return to work date.

What You Need to Do

How You Get It Done

If there are any changes to your leave dates (e.g., your start or return to work date changes, your leave needs to be canceled OR if you need to extend your leave), you must contact Sedgwick immediately and in advance of your current estimated/approved leave end date and notify your supervisor.

Contact Sedgwick by:

1. Calling 1-855-732-8217, or
2. Accessing mySedgwick.

Notify your supervisor.

Provide a Release to Return to Work form (see below).

You will need to provide an updated Medical Certification form to re-certify your leave extension in advance of your current estimated/approved leave end date.

Provide your Health Care Provider with the necessary paperwork to complete and return to Sedgwick. If you need another Medical Certification form, contact Sedgwick immediately at 1-855-732-8217 or access the form in your file online at mySedgwick.

Sedgwick will notify you and your supervisor of the final determination of your leave extension (i.e., approved or denied).

If you are denied, and have taken, or need time away from work, contact your supervisor to discuss your next steps.

What You Need to Do

How You Get It Done

Begin the return to work process.

Important: Unless a leave extension has been approved, you must return from leave on your expected return to work date. Failure to return to work may be subject to disciplinary action up to and including termination.

Please be advised if your classification of work falls under the Department of Transportation (DOT) requirements and you have been on a leave of absence greater than 30 days unpaid, you will be required to complete a pre-duty testing prior to your return to work. Please work with your supervisor for these arrangements.

One week prior to your return:

1. Work with your attending HCP to complete and return your Release to Return to Work form.
2. Call your supervisor to:
   1. Confirm your return and discuss any restrictions or accommodations needed for your return;
   2. Arrange for DOT testing (if applicable) and;
   3. Discuss any system and building access restoration you may need. Your supervisor needs to complete a Return from Leave PCR to restore your network access. This should be done two-three days prior to your return to ensure processing is completed by your return date.

If you have questions about returning with restrictions, please call the Stay-At-Work/Return-to-Work Team at 925-459-7270. Two days prior to your return, provide a copy of the Release to Return to Work form to Sedgwick (provide sooner, if able).

Determine if there are any benefit changes you may need or want to make upon your return to work.

Log into your myPlans Connect account or call the PG&E Benefits Service Center at 1-866-271-8144

Determine if you need to reinstate any recurring deductions. Action may be needed if had any of the following prior to your unpaid leave starting:

Campaign for the Community

Commuter Transit

Union Dues

Fidelity Investment (401(k) Plan)

Campaign for the Community
If you would like to resume your contributions, contact the Campaign Customer Service Line at 1-888-973-4438 5 a.m. to 5 p.m. Pacific time.

Commuter Transit
If you suspended your commuter transit deductions during your leave and want to reinstate the deductions, review the Commuter Transit Program information.

Union Dues
Your contributions will automatically resume when your unpaid leave ends. Please contact your local Union with questions on your union dues during your unpaid leave.

Fidelity Investment (401(k) Plan)
Your contributions will automatically resume when your unpaid leave ends. If you have questions relating your 401(k), please contact Fidelity Investments by calling at 1-877-743-4015 or at www.401k.com.

What You Need to Do

How You Get It Done

Complete any office related steps (e.g., update your email and voicemail message(s)) when you return to work.

Determine what system (i.e., SAP access) and/or building access may still need to be restored.

On your first day back meet with your supervisor to discuss instructions to prepare your office when you return to work.

If not already completed, work with your supervisor to submit a Return from Leave Personnel Change Request (PCR) to restore all network and physical access.

Review MyElectronicAccess for system access questions (i.e., SAP) and for building access questions go to MyPhysicalAccess. Note that you must be logged into the PG&E network in order to view this information. For any access issues once you return, contact the TSC at 415-973-9000.