Applicable Policies¹:

• Family Medical Leave Act (FMLA)
• California Family Rights Act (CFRA)
• PG&E Paid Family Leave (PFL)
• PG&E Child Bonding Leave (CBL)

¹ See the Types of Leave chart for eligibility information for each leave type listed.

Duration depends on employee, based on factors such as job protection and pay

Options:

• California Utility employees covered under the PG&E Voluntary Plan (PG&E):
  • 60%¹ weekly Voluntary Paid Family Leave (VPDL) benefit
  • PFL Wage Continuation benefit/leave (PG&E)
    • 100% before-tax benefit of 8 weeks in combination with full amount of VPFL²
• California employees covered under the CA PFL (State plan):
  • Approximately 60%³ of eligible earnings with weekly cap up to 6 weeks post-birth
• Vacation accrued (PG&E)—end of leave
• Floating Holidays (PG&E)—end of leave

• Up to 6 months job protection under PG&E CBL, starting from first date of leave
  • After 6 months, additional time may be taken without job protection
• Other job protections under PG&E PFL policy, FMLA and CFRA

Your health care premium costs remain the same for the first 3 full calendar months from the first day of absence on child bonding leave. If you do not return to work or return to a paid status by the 4th month, then you will be responsible for 100% of total premium costs until the first calendar day of the month following your return.

¹ Interns, Hiring Hall, Temporary Additional and non-regular status intermittent: eligible for 55% VPDI/VPFL benefit; not eligible for wage continuation benefits.
At no time will an employee’s weekly benefit amount under the Voluntary Plan be less than what the state would have otherwise provided.
²Benefits may also be reduced by other offset such as Social Security Disability Insurance or PG&E Pension benefits.
³Please refer to the State of California Employment Development Department website for more information on what benefits you may be eligible for and the current year’s weekly benefit cap.

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 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.

What You Need to Do

How You Get It Done

As soon as you know of your need for a leave, notify your supervisor and Sedgwick.

Note: You must provide at least 30 days advanced notice of your leave, if your leave is foreseeable. If notice is not given, your leave could be delayed or denied.

Discuss your leave plans with your supervisor, including any transition of duties and back-up support needed. Be sure to talk through the estimated length of your entire leave of absence

Electronic access permissions will be disabled

When on a full time Leave of Absence (LOA) your electronic access permissions will be disabled (including Citrix, VPN and mobile mail), as required by PG&E. You will not have access to check work emails while on leave. When you return from leave, your electronic access permissions will be re-enabled after your Supervisor completes your Personnel Change Request (PCR).

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

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

Recurring deductions impacted by leave:

Campaign for the Community
Contributions end day prior to your PFL/bonding 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 PG&E PFL wage continuation benefits or other company-paid time.

ESC-represented employees: If you are eligible for PG&E’s 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 PG&E’s PFL wage continuation benefits.

Fidelity Investment (401(k) Plan)
While approved to receive VPFL and PG&E PFL wage continuation benefit payments, 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.

• Review the types of leave document
• 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
• 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.

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 military 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 your 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, supervisor, etc.), can request a Bonding Leave.

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

Contact Sedgwick by:

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

Note: To avoid delays in processing your leave, be prepared to provide your personnel number, leave start date and estimated duration of leave.

A Parental Leave Coach will be assigned to provide you information and answer your questions to help you prepare for your leave.

If the leave dates you request changes, contact Sedgwick immediately.

If you have opted out of the Voluntary Plan, you will need to submit a separate application to receive State Plan (CA PFL) benefits. Discuss your pay options with your parental coach.

Apply 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.

If your work location is in San Francisco and you have been employed for at least 180 days, click here for information on the San Francisco Paid Parental Leave Ordinance that you may be eligible for.

Carefully review and understand the Child Bonding leave package and any paperwork required.

Note: You will be required to provide Proof of Birth for your Child Bonding leave of absence.

After you apply for a leave, Sedgwick will send a Child Bonding leave package to your mailing address. Review all materials in this package.

You can view the package sent to online with mySedgwick.

Return all applicable forms

Certify your absence by returning the completed bonding request form and proof of birth within the timeframe(s) provided. You can mail or fax the form to Sedgwick or upload to mySedgwick.

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

Note: You'll have an opportunity to add your child as a dependent within 180 days from the date of birth or adoption and you'll have 31 days from the date of the placement of a foster child or child for whom you are appointed legal guardianship.

Note regarding pay and concurrency of leave policies while on Bonding leave: The receipt of any type of pay during your bonding leave runs concurrently with any FMLA/CFRA and do not extend the 12-week FMLA/CFRA entitlement Company leave time taken. State PFL benefits and PG&E’s PFL benefit period also run concurrently with and do not extend the amount of time available under the Company Child Bonding Leave of Absence (CBL). The FMLA, CFRA and/or other state or federal leaves offer job protection—they do not offer a pay component.

Note: If vacation or floating holidays is requested and approved by your supervisor to be used at the end of your FMLA/CFRA bonding leave, your CBL will end once your pay starts. You will have used your one available CBL and you will not be eligible to later extend or request a new CBL. If paid time is requested after your FMLA or CFRA exhausts, this will just be a request for pay through your supervisor; you will no longer be on a leave of absence.

What You Need to Do

How You Get It Done

You can add your child as a dependent within 180 days from the date of birth or adoption and you'll have 31 days from the date of the placement of a foster child or child for whom you are appointed legal guardianship.

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

Note: You'll need to provide your dependent's name, birth date and Social Security number when you enroll.

Communicate with your supervisor

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

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 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:

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

Notify your supervisor.

Sedgwick will notify you and your supervisor of the final determination of your leave extension (i.e., approved 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. Call your supervisor to:
   • Confirm your return and discuss any restrictions or accommodations needed for your return, including confirming mothers' room arrangements (if necessary);
   • Arrange for DOT testing (if applicable) and;
   • 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.
2. If you have questions about returning with restrictions, please call the Stay-At-Work/Return-to-Work Team at 925-459-7270.

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

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

Note: You'll need to enroll your child within 180 days from the date of birth or adoption or within 31 days of foster placement.

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, please 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 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 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.