Vacation
Who is eligible?
All management, administrative and technical (A&T) full- and part-time employees begin accruing vacation upon their first day of work and are able to start using it once awarded.
All ESC-represented full-time, part-time and intermittent employees begin to accrue vacation time upon hire.
Monthly, salaried ESC-represented employees are eligible to take vacation once accrued (in accordance with your labor agreement).
How you accrue vacation
You accrue vacation time each pay period. The amount you accrue is based on your work schedule and years of service with PG&E. It is calculated by multiplying your paid straight-time hours by the appropriate vacation accrual rate for your years of service.
- For employees in management and salaried jobs, the accrual is capped at the hours you are scheduled to work.
- For employees in A&T or hourly-paid jobs, all paid straight-time qualifies for vacation accrual.
- Part-time and regular status intermittent employees accrue vacation time on a prorated basis.
During the first year of employment, you will earn up to 15 days (120 hours) of vacation depending on your date of hire. As a full-time employee, you are eligible to earn up to 120 hours per calendar year for the first eight years of service. Your accrual rate increases each January 1 of your 9th, 19th and 29th anniversary year of employment, as shown on the table below.
| Length of service | Number of vacation days (hours) you accrue | Total maximum vacation allowance* |
|---|---|---|
| Up to 1 year | 0–15 days (0–120 hours) | 15 days (120 hours) |
| 1–8 years | 15 days (120 hours) | 30 days (240 hours) |
| 9–18 years | 20 days (160 hours) | 40 days (320 hours) |
| 19–28 years | 25 days (200 hours) | 50 days (400 hours) |
| 29 years or more | 30 days (240 hours) | 60 days (480 hours) |
| * Total maximum vacation allowance is the maximum number of vacation hours you have on record as of December 31 of any calendar year. The maximum is two times your annual vacation accrual rate. Effective January 1, 2022, if you are a non-represented employee, you will no longer receive a payout for excess vacation and, effective July 1, 2022, you will stop accruing additional vacation until your total vacation balance falls below the maximum allowance. | ||
Accrual during a period of unpaid leave, PG&E short-term disability (STD), PG&E paid family leave (PFL) or workers’ compensation (WC).
As a full-time employee, you accrue vacation at your same monthly rate during the first 240 cumulative hours of unpaid leave and the first 480 cumulative hours of absence from work in the calendar year while on STD or PFL, which begins your first day of absence and includes the absences recorded as Capped Sick time, if applicable.
- If you are receiving workers’ compensation (WC) benefits, you accrue vacation on the first 880 cumulative hours of absence from work in a calendar year instead of the first 480 hours.
- This accrual period does not restart when you move between leave statuses.
- The accrual period during STD, PFL and WC does not restart by crossing into the following calendar year.
- Once you’ve reached 240 hours of unpaid absence, 480 hours of STD or PFL absence, or 880 for WC absences, you do not start accruing again until you return to active work.
- If you are a part-time employee, you accrue vacation at your same monthly rate during the first 12 weeks of STD and PFL or 6 weeks of unpaid leave. You do not accrue vacation during a WC absence.
Service anniversary vacation days
- If you are a full-time employee, you will receive an additional 40 hours of vacation time in the calendar year in which you complete 25 years of service and every 5th year thereafter.
- Service anniversary days must be used first when using vacation.
- You must be on the active payroll, not be receiving benefits under PG&E’s Long-Term Disability Plan, and work in the year that service anniversary vacation is awarded.
- Any service anniversary days not used in the calendar in year in which they are awarded will be deferred to the next year.
- If you are a part-time management or A&T employee, you will receive a prorated service anniversary vacation award.
- If you are a part-time or intermittent ESC-represented employee, you are not eligible for service anniversary vacation.
Scheduling and using vacation time
Vacation must be scheduled in advance, when possible, and approved by your supervisor. You can use only the vacation time you have been awarded.
Non-Represented Employees: Your supervisor will make every effort to accommodate your request, but there may be a time when, based on work demands, you may be asked to reschedule your vacation plans.
- If you are in an exempt, monthly-paid position, you can use vacation time in four-hour increments and then hourly thereafter. Although the timekeeping system allows exempt employees to enter vacation hours in one-hour increments, for chargeback purposes, vacation balances are not reported in increments smaller than four hours.
- If you are in a non-exempt, hourly paid position, you can use vacation time in one-hour increments.
ESC-represented employees: Please see your labor agreement for complete details on scheduling your vacation and increments of vacation time that can be used. (Note that you must be logged into the PG&E network in order to view this information).
Deferring vacation time
PG&E encourages employees to utilize their vacation days and take the time to rest and recharge.
- Management and A&T employees: Effective July 1, 2022, if you have more than the maximum allowable accrued vacation (twice the annual vacation allotment), you will not accrue more vacation until the balance falls below the cap. Any hours on the books over the maximum allotment as of July 1, 2022 will remain available, but you will not be able to accrue additional vacation again until you are under the cap. Additionally, you will no longer receive a pay-out for excess vacation at the end of each year.
- ESC-represented employees: At the end of each calendar year, all unused vacation days and floating holidays are automatically deferred to the following year. Keep in mind that the maximum vacation time balance (current and deferred) that you can have at the end of the calendar year is two times your current annual accrual rate. Unused vacation hours in excess of the maximum vacation hours on December 31 will be forfeited.
To learn more about vacation deferral, refer to the Vacation Program section of the Summary of Benefits Handbook.
Planned Unpaid Vacation Program
The Planned Unpaid Vacation Program is no longer offered to management, administrative and technical (A&T), PG&E Corporation or ESC-represented employees effective January 1, 2023. If you have questions about what time off you can use in place of the Planned Unpaid Vacation (PUV) Program, discuss with your leader.
Vacation Sale Policy
The purpose of a vacation sale is to help alleviate financial hardship resulting from a medical emergency or for donation to disaster relief efforts supported by the company.
Eligibility
All management, administrative and technical (A&T) employees are eligible to participate in this plan.
How it works
Vacation Sale to benefit a co-worker due to a medical emergency which resulted in a financial hardship
- The employee or vacation sale coordinator submits an email request to the PG&E Leave Team for consideration
- If the request meets the eligibility requirements, the PG&E Leave Team notifies Payroll and advises the vacation sale coordinator to proceed
- Payroll processes the payment to the benefitting employee
Vacation Sale to benefit self, due to a medical emergency which resulted in a financial hardship
- An employee submits an email request to the PG&E Leave Team for consideration
- If the request meets the eligibility requirements, the PG&E Leave Team notifies Payroll and requests they process the payment
ESC-represented employees who are on regular payroll may sell vacation pursuant to a local Letter of Agreement and transfer the proceeds to another PG&E employee experiencing a medical emergency, or as otherwise agreed in a Letter of Agreement. Refer to the applicable collective bargaining agreement for additional information regarding this benefit.
For more information and rules about the vacation sale policy, see the Vacation Standard (under Time Off and Accommodations HR-1151S) or the frequently asked questions. Please note you need to be logged into the PG&E network to view these documents.
For process questions please email the PG&E Leave Team or contact Payroll by going through the AskHR webform and clicking on the Payroll link.
Holidays
2023 Holiday Schedule
| New Year’s Day (Observed) | Monday, January 2, 2023 |
| Martin Luther King, Jr. Day | Monday, January 16, 2023 |
| Presidents’ Day | Monday, February 20, 2023 |
| Memorial Day | Monday, May 29, 2023 |
| Juneteenth | Monday, June 19, 2023 |
| Independence Day | Tuesday, July 4, 2023 |
| Labor Day | Monday, September 4, 2023 |
| Veterans' Day | Saturday, November 11, 2023 |
| Thanksgiving Day | Thursday, November 23, 2023 |
| Friday After Thanksgiving | Friday, November 24, 2023 |
| Christmas Day | Monday, December 25, 2023 |
To add the Company Holidays to your Outlook calendar, click here.
Eligibility
In general, you must be on a “paid” status to be eligible for holiday pay (for example, actively working or on sick leave, vacation or time off with permission with pay).
Management and A&T employees:
- All full-time and part-time management and administrative and technical (A&T) employees are eligible for company holidays upon completing one day of employment with PG&E.
- Interns are eligible for holidays if the holiday falls on their regularly-scheduled workday.
ESC-represented employees:
- All Union-represented full-time, part-time and intermittent employees become eligible for company holidays after completing six months of service and upon attaining regular status.
- Monthly, salaried employees are considered regular status upon date of hire for paid holidays.
- If you are an intermittent Union-represented employee, you are only eligible for paid holidays that fall on a workday you are regularly scheduled to work (unless you are off work without permission).
Holiday pay
- All full-time employees will see eight hours of holiday time posted to leave balance accounts (nonproductive time off) and shown on pay statements immediately prior to each of the 10 company holidays listed above. Part-time employees will see prorated hours based on their work schedule.
- If a holiday falls on a non-workday other than Sunday, full-time employees will be allocated eight paid holiday hours (prorated for part-time employees) which are required to be used first, the next time an employee takes time off for Vacation or Floating Holiday purposes. These paid holiday hours cannot be used prior to the actual date of the holiday for which they were allocated. If the paid holiday hours are not used in the current year, they may be deferred to the following year.
- Management employees working shifts in 24-hour/seven-day-a-week operations will also be allocated eight paid holiday hours.
- Intermittent employees will be allocated paid holidays when regularly scheduled to work that day. Such holiday payment shall be in proportion to the amount of time which you would have worked on that day if it were not a holiday.
- If an employee does not work on a holiday that falls on a workday, eight hours (or hours appropriate for the part-time schedule) will be deducted from nonproductive time off balances and will be paid for that holiday.
- Additional rules may apply for employees who work an alternative schedule (nine-hour, 10-hour or 12-hour workday).
Pay for work performed on a holiday
- Management employees: If you are required to work on a holiday, you will be allocated eight hours of paid holiday. Part-time employees will be allocated a prorated paid holiday based on work schedule.
- Administrative and technical (A&T) employees:
- If you work on a holiday, which occurs on a non-workday, you will receive overtime for the time worked on the holiday. You will also be allocated eight hours of paid holiday. Part-time employees will be allocated a prorated paid holiday based on work schedule.
- If you work on a holiday which occurs on a regularly scheduled workday, you will receive paid time-and-a-half for hours worked in addition to eight hours of holiday pay at the straight-time rate. Part-time employees will be paid for prorated holiday time based on work schedule.
- ESC-represented employees: If you are a non-salaried employee and work on a company holiday that falls on a workday, you will be paid overtime for hours worked and holiday pay. Some payment options may apply. To choose your payment option, complete and submit the Holiday Option Form. Consult your respective labor agreement or search for Letter Agreement 07-27-ESC on the Labor Relations Library for more information (note: you need to be logged into the PG&E network to view this information).
More holiday information and rules
- Refer to the Summary of Benefits Handbook
- ESC-represented employees: refer to the Labor Contracts & Agreements page (note that you must be logged into the PG&E network in order to view this information)
- Overtime Compensation Standard for Employees in Nonexempt Non-Represented Jobs (note that you must be logged into the PG&E network in order to view this information)
- Alternative Work Schedule Standard (note that you must be logged into the PG&E network in order to view this information)
Floating Holidays
Eligibility
Managements and A&T employees: All full-time and part-time management and administrative and technical (A&T) employees become eligible for floating holidays upon completion of one day of employment with PG&E. Eligible employees are awarded 24 hours of Floating Holiday at the beginning of the calendar year.
ESC-represented employees: All Union-represented full-time, part-time and intermittent employees become eligible for floating holidays upon attaining regular status. 24 hours of floating holiday time is granted to each eligible employee every year in which the employee has worked.
How it works
- You can use your floating holidays only on days that you are regularly scheduled to work.
- If you are a full-time employee, you must use your floating holidays in eight-hour increments.
- Management and A&T employees: If you are a full-time employee and you work a nine-hour alternate work schedule, you can take your floating holidays in hourly increments to make up the difference between an eight-hour company holiday and a regularly scheduled workday.
- ESC-represented employees: Please refer to your union agreement for details on floating holiday pay for employees on alternate work schedules.
- Employees on alternate work schedules whose Company Holiday hours are supplemented with Floating Holiday hours may change Floating Holiday hours to available Vacation hours after the holiday is posted.
- If you are a part-time employee, you will receive eight hours of pay whenever you use a floating holiday regardless of how many hours you are actually scheduled to work on the day the floating holiday is taken. For example, if you are scheduled to work four hours on the day you take a floating holiday, you will be paid eight hours of floating holiday pay for that day.
- Any floating holiday hours unused by December 31 will be converted to vacation hours the following year and added to your total vacation balance. If you are at, close to or over the cap on the effective date of conversion, the Floating Holiday conversion will still be added to your total vacation balance, which may cause you to exceed your vacation cap. In this case, any additional vacation accrual will be paused until your vacation hours fall under the cap again.
- Unused floating holidays are paid out upon termination of employment.
For more information and rules for floating holidays, refer to the Summary of Benefits Handbook.
Sick Time
PG&E depends on your regular attendance at work. However, we recognize that there are instances during which you might have to miss work due to illness or injury, attend medical appointments or care for an ill family member or “designated person” or a person identified by the coworker at the time the coworker requests paid sick days.
You must provide reasonable advance notice (oral or written) if the sick time is foreseeable (e.g., scheduled doctors’ visits). If the need for sick time is unforeseeable (e.g., an unanticipated illness or a medical emergency), you need to follow your department’s sick time call in policy to report the absence. There are two Sick time policies, Incidental Sick time and Capped Sick time for eligible employees.
Incidental Sick Time
Who is eligible?
- If you are a management, administrative & technical (A&T), or ESC-represented employee, you become eligible for sick time upon completion of one day of employment.
- If you are an intern, hiring hall, temporary or intermittent employee who has not attained regular status, you are eligible for 24 hours of paid sick leave after working a cumulative 90 days in a 12-month period. Please see the below section titled IBEW and SEIU-Represented employees for information about the sick pay policy that applies to you. The following information on how individual sick and family sick leave work does not apply to you.
How it Works
You use Incidental Sick time when you need time off from work for occasional absences (including time to attend a medical appointment) because of an illness or injury that does not qualify: 1) under the Short-Term Disability policy (typically, 2) as a disabling event that causes an absence of greater than 7 consecutive calendar days), or 3) as an industrial injury under the terms of workers’ compensation. A portion of your Incidental Sick time can also be used to care for an eligible family member or a "designated person", as described later in this Sick time section.
Note: The company has the discretion to expand the use of sick pay to cover absences for reasons other than illness in emergency situations, such as the declaration by the state of a public health emergency. Employees will be advised when this exception applies through separate company communications.
- You may need to follow the leave of absence process when using your Incidental Sick time. For example, if you are out of work for more than three consecutive days, or you have a chronic condition in which a leave may be needed intermittently, you need to follow the leave of absence process and contact the leave and disability administrator, Sedgwick.
- If your absence is more than seven consecutive calendar days, you will no longer be able to record incidental sick time and you will need to follow the short-term disability process and contact the leave and disability administrator, Sedgwick.
- The use of any sick time runs concurrently with, and does not extend the maximum period of leave to which you may be entitled under the following: the California Family Rights Act (CFRA), the Family and Medical Leave Act (FMLA), the California Pregnancy Disability Leave (PDL) or a similar local or state leave law.
How you accrue Incidental Sick time
- Full-time employees may accrue up to 8 hours per month and up to 96 hours of sick time each year.
- Unused Incidental Sick time carries over to the following month up to a maximum of 96 hours. If your Incidental Sick time bank falls below the maximum of 96 hours, then you’ll accrue up to 8 hours of sick time on the 1st day of the next calendar month. However, in no event will you accrue sick time so that your bank exceeds 96 hours.
- Part-time employees can accrue Incidental Sick time on a prorated basis based on your percentage to full time schedule (as described below).
- Regular Intermittent employees can accrue on a prorated basis based on hours worked (as described below).
Example of full-time Incidental Sick time accrual:
You have 96 hours of sick time on January 1, 2019 and take 16 hours of sick time in March 2019, such that as of the end of March, your Incidental Sick time bank has dropped to 80 hours. On April 1, 2019 you will restart Incidental Sick time accrual and receive eight hours of Incidental Sick time. Your new Incidental Sick time bank balance will be 88 hours.
You will accrue an additional 8 hours on May 1. If you did not take any sick time in April, you will be back to the maximum Incidental Sick time Bank cap of 96 hours. You will not accrue additional sick time in June, since you are already at the maximum accrual.
Part-Time employees:
- You will accrue Incidental Sick time at a rate proportional to the full-time equivalent of eight hours per month.
- The proration is based on your part-time work schedule in effect on the first calendar day of each month.
- Your maximum bank would be the proportional 96-hour equivalent.
- If your Incidental Sick time bank falls below the maximum, then you’ll accrue sick time on the 1st day of the next calendar month. However, in no event will you accrue sick time so that your bank exceeds your maximum bank.
Example of part-time Incidental Sick time accrual:
You work a 50% to full-time schedule and have 48 hours of sick time on January 1, 2019. You take eight hours of sick time in March 2019. At the end of March, your Incidental Sick time bank has dropped to 40 hours. On April 1, 2019 you will restart Incidental Sick time accrual and receive four hours of Incidental Sick time. Your new Incidental Sick time bank balance will be 44 hours.
You will accrue an additional four hours on May 1. If you did not take any sick time in April, you will be back to the maximum Incidental Sick time bank cap of 48 hours. You will not accrue additional sick time in June, since you are already at the maximum accrual.
Regular Intermittent employees:
- You will accrue Incidental Sick time at a rate proportional to the full-time equivalent of eight hours per month.
- The proration is based on the number of actual hours you worked in the previous year compared to 2,080 work hours. This amount will be calculated on January 1st of each year and will determine your monthly accrual for the year.
- Your actual hours worked include paid sick leave, vacation, workers’ compensation of less than 880 cumulative hours in a calendar year, and leaves of absence with pay (PFL and STD are excluded from this category).
Accrual during a period of PG&E short-term disability (STD), PG&E paid family leave (PFL) or workers’ compensation (WC)
As a full-time employee, you continue to accrue Incidental Sick time at your same monthly rate during the first 480 cumulative hours of absence from work in the calendar year while on STD or PFL, which begins your first day of absence and includes the absences recorded as Capped Sick time, if applicable.
- If you are receiving workers’ compensation (WC) benefits, you accrue Incidental Sick time on the first 880 cumulative hours of absence from work in a calendar year instead of the first 480 hours.
- This accrual period does not restart by moving between leave statuses or crossing into the following calendar year.
- Once you’ve reached the 480 hours of absence (or 880 for WC absences), you do not start accruing again until you return to active work.
- If you are a part-time employee, you accrue Incidental Sick time at your same monthly rate during the first 12 weeks of STD and PFL absence.
- You do not accrue Incidental Sick time during an unpaid leave or WC absence.
Using your Incidental Sick time
- Unless you elect otherwise, you must use and exhaust your Incidental Sick time before using Capped Sick time for absences less than seven consecutive calendar days and prior to you being unpaid or requesting other types of payment when you miss work because of an illness, a non-work-related injury, a health care appointment.
- If you do not have any Capped Sick time available, Incidental Sick time will be used to cover the Short-Term Disability (STD) waiting period.
- For example: if you have 2 days of Capped Sick time available, these 2 days would be used plus 3 days of Incidental Sick time to cover the STD waiting period.
- Sick time is recorded in 15-minute increments. However, your sick time balance will be charged (reduced) in the following increments:
- Salaried (Monthly-paid) employees: four-hour increments and then hourly thereafter
- Hourly-paid employees: in 30-minute increments
Capped Sick time
If you have a Capped Sick time balance at the end of the year, it will be carried over to the following year. The maximum amount of Capped Sick time balance is 1040 hours
You take Capped Sick time when you need time off from work for more than seven consecutive calendar days because of your illness or injury that does not qualify as an industrial injury under the terms of workers’ compensation.
The use of any sick time does not extend the maximum period of leave to which you may be entitled under the California Family Rights Act (CFRA), the Family and Medical Leave Act (FMLA), the California Pregnancy Disability Leave (PDL) or a similar local or state leave law.
Note: The company has the discretion to expand the use of sick pay to cover absences for reasons other than illness in emergency situations, such as the declaration by the state of a public health emergency. Employees will be advised when this exception applies through separate company communications.
Using your Capped Sick time
- You must use and exhaust Capped Sick time before you are eligible to receive PG&E's Short-Term Disability (STD) Wage Continuation benefits and to be on a job protected leave under the STD policy.
- To receive PG&E's STD benefits, you must apply with the leave and disability administrator.
- Capped Sick time over 7 calendar days falls under the STD policy.
- You must meet the definition of disabled under PG&E’s STD Policy and follow the STD process, including medical certification, in order to continue to use Capped Sick time beyond 7 calendar days.
- Capped Sick time will be used during the STD waiting period, unless you’ve requested to use Incidental Sick time. If no Capped Sick time is available, Incidental Sick time will be used.
- Your capped sick will be used and exhausted first during your medical leave of absence, unless you affirmatively elect not to use it, per the option noted below.
- At the onset of absences on or after Feb. 1, 2020, you can choose not to use all or a portion of your capped sick time after your waiting period has been satisfied and when your leave of absence is eligible for FMLA/CFRA/PDL leave and Voluntary Plan Disability Insurance (VPDI) or State Disability Insurance (SDI) benefits.
- You must make this capped sick time choice through the leave and disability administrator, Sedgwick, within 7 calendar days of claim filing, or date of first absence, whichever is later. Any changes made within these 7 calendar days will be applied on a moving forward basis.
- To be eligible to receive STD Wage Continuation benefits/leave, you must have used and exhausted all capped sick time at the onset of your absence. If you choose not to exhaust all available capped sick time at the onset of your absence and you later meet the LTD eligibility requirements, your LTD benefit payments will be delayed until after all available capped sick time is used and exhausted.
- You may choose to use Capped Sick time (versus Incidental Sick time) for absences of less than seven consecutive calendar days.
- Sick time is recorded in 15-minute increments. However, your sick time banks will be charged (reduced) in the following increments:
- Salaried (Monthly-paid) employees: four-hour increments and then hourly thereafter.
- Hourly-paid employees: in 30-minute increments.
See the Capped Sick Time Standard (note, you will need network access to view this document) or Pay Information - Short Term Disability & Paid Family Leave Benefits for additional details.
Additional Information
If you are eligible under the PG&E Retiree Medical Plan, 25% of any unused Capped Sick time upon retirement will be converted into a Retiree Health Reimbursement Account (RHRA).
- The value of the remaining Capped Sick Leave bank is determined by the employee’s Basic Wage Rate on the date of retirement. Basic Wage Rate for this purpose means the hourly equivalent of an employee’s regular pay on the date of retirement excluding overtime, premium pay, bonuses, upgrades or other pay.
- In order to receive this RHRA credit, the employee must be qualified for retiree medical as defined under the Company’s Retiree Medical Plan.
- Capped Sick time will not be paid out at termination under any other circumstance.
Family sick leave
You can use up to 50% of your annual Incidental Sick time accrual per year to care for an eligible family member or a “designated person” with a medical condition; for preventive care; for obtaining professional diagnosis or treatment of an existing health condition in accordance with the California Sick Leave law.
Eligible family member
An eligible family member is defined as a biological, foster, or adopted child, a stepchild, a legal ward, child of a registered domestic partner or child to whom you stand in loco parentis; a biological, adoptive, or foster parent, step parent, parent-in-law or legal guardian of an employee, or a person who stood in loco parentis to you when you were a minor; spouse or registered domestic partner; grandparent; grandchild; or sibling.
Designated person
Any individual identified by the coworker at the time the coworker requests paid sick days.
How it works
- Full- and part-time employees with an Incidental Sick time bank are eligible.
- The paid sick time must be available in order to be used. For example, if you are a full-time employee who accrues 96 hours of Incidental Sick time each year, you can use up to 48 of those hours to attend to family illnesses, if the time has not already been exhausted for your own illness.
- The maximum amount of family sick leave to be used in any calendar year is an equivalent of 50% of what you would accrue annually. Meaning, if you’ve carried over 96 hours of sick leave from the prior year and then use and accrue sick leave hours throughout the year, you are eligible to use up to 48 hours total as family sick leave during the current calendar year.
- If you are using Family Sick leave, you are not eligible to receive PG&E’s Paid Family Leave Wage Continuation benefits.
- All standard conditions that currently govern Incidental Sick time usage by employees will apply to paid family sick leave.
- The use of family sick leave does not extend the maximum period of leave to which the employee may be entitled under the California Family Rights Act (CFRA) or the Family and Medical Leave Act (FMLA).
San Francisco, Oakland, Emeryville, and Berkeley Sick Leave Ordinance
- If you are a management or A&T employee, including interns, who works in the city or county of San Francisco, and the cities of Oakland, Emeryville and Berkeley, you are entitled to use up to 72 hours per calendar year of your annual paid sick leave to care for a family member or for a “designated person” that you have registered with PG&E. The ordinance has an expanded definition of “family member” that includes sibling, grandparent, grandchild, legal guardian or ward from biological relationships, step-relationships and foster care. Under the Emeryville Ordinance, Family sick leave may also be used to provide care for a guide dog, signal dog, or service dog of the employee.
- To register your “designated person” with the company, complete and submit a Sick Leave Designation Form.
- For more information on the San Francisco, Oakland, Emeryville and Berkeley Sick Leave policy, click here.
More sick time information and rules
- Refer to the Disability Plans section of the Summary of Benefits Handbook.
- Go to the Leaves of Absence section for more information about what you need to know and do if you take a leave of absence.
- If you are a Management or Administrative & Technical/ESC-represented employee and transfer to an IBEW- or SEIU-represented position on or after January 1, 2017, you will be awarded 80 hours of Sick Leave, less any hours of Incidental Sick Time already used in the calendar year. If you have a Capped Sick Time balance, this will be converted to your Sick Leave balance. Your Incidental and Capped Sick Time balances will be zeroed out.
Other time off
Adoption
PG&E provides up to one full day (eight hours) of time off with pay for court appearances in connection with a child adoption proceeding. In addition, to help pay for adoption-related expenses, PG&E offers an adoption assistance benefit of up to $2,000 for each child you adopt.
Management and A&T employees: All employees who have completed at least six continuous months of service with the company are eligible for adoption time off. If you have not completed six months of continuous service, you may be granted time off without pay or you may elect to use your unused accrued vacation or floating holidays if applicable.
ESC-represented employees: If you are a regular-status employee, you are eligible for adoption time off. If you are not a regular-status employee, you may be granted time off without pay.
See the Adoption Resources section for more information about the adoption process.
Jury duty
PG&E recognizes jury duty as an important civic duty.
Management and A&T employees: All employees who have completed at least six continuous months of service with PG&E are eligible for jury duty time off with pay. If you have not completed six months of continuous service, you may be granted time off without pay or you may elect to use your accrued vacation or paid time off (PG&E Corporation employees). Part-time employees will be granted time off with pay for the number of hours you are scheduled to work during the basic workday and work week.
ESC-represented employees: If you are a regular-status employee, you are eligible for jury duty time off with pay. If you are not a regular-status employee, you may be granted time off without pay. Part-time employees will be granted time off with pay for the number of hours you are scheduled to work during the basic workday and work week.
If you are called for jury duty:
- Tell your supervisor on the workday following receipt of notice that you are required to report for jury duty service (you may be required to provide receipt of such notice to your supervisor).
- Report to work on non-court days (you may be required to provide updates on the trial schedules and court appearances).
- Return to work if the dismissal from court occurs on your regular workday and the time allows you to work two hours or more before the conclusion of your regular work schedule.
Funerals
You are eligible for up to five total days of funeral leave if a member of your immediate family dies. You are eligible for up to three days of time off with pay if you are a management or administrative and technical (A&T) employee and have completed six consecutive months of service. You are eligible for up to three days of time off with pay if you are a regular-status ESC-represented employee. You may request to use sick/vacation/PTO or floating holidays, if applicable, to use for an additional two unpaid days, if needed.
- your spouse or registered domestic partner;
- your child (including step-children, children of your registered domestic partner, foster children or children for whom you have been appointed legal guardianship, or a miscarriage);
- your parent (including foster parents, step-parents, parents-in-law or parents of your registered domestic partner);
- your brother or sister (including half-, step- and foster brothers and sisters and for Management and A&T employees only, brothers- and, sisters-in-law);
- your grandparent or grandparent-in-law, or those of your registered domestic partner;
- your grandchild;
- your son-in-law or daughter-in-law;
- your uncle or aunt; or
- a person who was a member of your immediate household at the time of his or her death.
You may also request up to one full day off to attend the funeral of any other person to whom you may be reasonably deemed to owe respect.
Management and A&T employees: If you have not completed six months of continuous service, you may be granted time off without pay or you may elect to use your vacation/PTO or floating holidays, if applicable.
ESC-represented employees: If you are not a regular-status employee, you may be granted time off without pay.
Voting
If you do not have sufficient time outside of working hours to vote, you are entitled to paid time off, up to two hours if needed, to vote. You must notify your supervisor in advance of the election day if you wish to take this additional time off. Any approved time off will be taken either at the beginning or the end of your workday, whichever allows you the most time to vote.
Religious observance
Requests for time off for religious observance should be approved unless there are overriding operational needs. Because our employee population is comprised of various faiths, employees may request and be granted one occasion of up to four hours of paid time off per calendar year for the purpose of religious observance. Please review the policy for additional information.
For additional time off information and rules, refer to the Summary of Benefits Handbook.