Leave of Absence Home

Family Medical or Family Military Leave

At PG&E, we understand that family comes first. Caring for a family member with a serious health condition or tending to military-related duties or illness/injury can sometimes require that you take time off from work. With PG&E’s Family Medial or Military Leave, you can take time off and focus on what matters most – you and your loved ones. Review the LOA process checklist below for more information. While the types of leaves and pay benefits you may be eligible for are dependent on your employee type, the steps you take to prepare for and apply for leave are applicable to all employees.

PG&E’s LOA is administered by Sedgwick Claims Management Services, Inc., a global leader that specializes in disability and leave of absence services. For assistance with your LOA – including requesting a new leave or for help processing an existing leave – contact Sedgwick at 1-855-732-8217. Representatives are available Monday through Friday from 5 a.m.–5 p.m. Pacific time. Leave specialists are available Monday through Friday from 8 a.m.–5 p.m. Pacific time.

Additionally, you can access your leave request status anytime through viaOne® voice, Sedgwick's interactive voice response system by calling 1-855-732-8217 or online through viaOne Express.

Contact us

Sedgwick — PG&E's leave of absence and disability service center.
1-855-732-8217
Monday-Friday,
5 a.m.-5 p.m. PT

PG&E Benefits Service Center — For questions about the Health Account Plan (HAP), billing and more.
1-866-271-8144
Monday-Friday,
7:30 a.m.–5 p.m. PT

PG&E Leave Team — Provides leave of absence support to employees, leaders and timekeepers.
PGELeaveteam@pge.com

PAY BENEFITS

Pay benefits for which you may be eligible during your parental leave and the process to apply for paid benefits is depended on: 1) when your leave began; 2) if you are covered under the PG&E Voluntary Disability & Paid Family Leave Benefit Plan (Voluntary Plan); and 3) your employee classification.

With the implementation of the Voluntary Plan (VP) in 2018, for eligible PG&E California Utility employees, the PG&E Short-Term Disability (STD) and Paid Family Leave (PFL) wage continuation benefits will be a supplement to the Voluntary Plan benefits only. California Utility employees are automatically covered under the PG&E Voluntary Plan, unless you opt out (reject) coverage and remain with the State Plan.

Employees who opt-out of VP coverage will remain eligible for the California State Plan benefits.

Important: approval of Voluntary Plan benefits is not an approval of leave.

Utility Management, Administrative and Technical (A&T), Security and ESC-represented employees:

For qualifying events effective January 1, 2018, you must be covered under the PG&E Voluntary Plan to be eligible for Voluntary Paid Family Leave (VPFL) and PG&E’s PFL wage continuation benefits.

2018 Benefits-at-a-glance:

Paid family leave

Voluntary Paid Family Leave (VPFL) coverage + PG&E Wage Continuation

  • Weekly benefit of 100%*: PG&E wage continuation supplements 60% VPFL, no cap
  • Benefits/leave for up to 8 weeks per 12-month period

* 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.

You can find information about PG&E’s paid family leave pay information here and in the types of leave document. Visit the Wage Continuation Policy documents (under Employee Wellness-2100) for more policy details and information about leaves that begin in 2017 and 2018. (Note: you’ll need PG&E network access to view this information.)

IBEW- and SEIU-represented Employees

For qualifying events beginning on or after January 1, 2018, employees must be covered under the PG&E Voluntary Plan to be eligible for Voluntary Paid Family Leave (VPFL) and PG&E’s PFL wage continuation benefits.

2018 Benefits-at-a-glance:

Paid family leave

Voluntary Paid Family Leave (VPFL) coverage + PG&E Wage Continuation

  • Weekly benefit of 100%*: PG&E wage continuation supplements 60% VPFL, no cap
  • Benefits/leave for up to 8 weeks per 12-month period

* 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.

You can find information about PG&E’s paid family leave here and in types of leave for which you may be eligible for here. Visit the Wage Continuation Policy documents (under Employee Wellness-2100) for more policy details. (Note: you’ll need PG&E network access to view this information.)

Corporation Employees

Click here for information about your Paid Family Leave benefits. Hint: look for the Wage Continuation - Paid Family Leave Policy document under Employee Welness-2100 (note; you need to be logged into the PG&E network to view this document).

PG&E Paid Family Leave Benefits-at-a-glance:

Paid family leave

Voluntary Paid Family Leave (VPFL) coverage + PG&E Wage Continuation

  • Weekly benefit of 100%*: PG&E wage continuation supplements 60% VPFL, no cap
  • Benefits/leave for up to 8 weeks per 12-month period

* Interns are not eligible for wage continuation benefits.

STEP 1: PREPARING FOR LEAVE
Care for a Family Member with an Illness or Family Military Leave Checklist
Topics Instructions

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.

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

FMLA Family Military Caregiver Leave: You are required to provide a completed Medical Certification form for absences of any length of time due to the medical condition of a family member you want protected under FMLA, related state leave laws or a company leave, including PG&E's PFL wage continuation policy. Review the family care and family military leaves of absence process for how to return certification forms to Sedgwick. Full details will be provided in your leave package.

A Certification for Serious Injury or Illness Form needs to be completed by an authorized health care provider. If the leave is for a current servicemember, you may submit a copy of an Invitational Travel Order (ITO) or Invitational Travel Authorization (ITA) issued to any member of the covered servicemember’s family. If the leave is for a covered veteran, you may also submit a copy of a VASRD rating determination or enrollment documentation from the VA Program of Comprehensive Assistance for Family Caregivers to certify that the veteran has a serious injury or illness. However, you may still be required to provide confirmation of family relationship and documentation of discharge date and status for a complete certification.
An authorized health care provider is a:

  1. United States Department of Defense (“DOD”) health care provider;
  2. United States Department of Veterans Affairs (“VA”) health care provider;
  3. DOD TRICARE network authorized private health care provider;
  4. DOD non-network TRICARE authorized private health care provider; or
  5. non-military-affiliated health care provider.

FMLA Family Military Exigency Leave: You are required to provide a completed FMLA Certification of Qualifying Exigency (form will be sent by Sedgwick when your leave is requested) and a copy of the military member’s covered active duty orders or documentation from the military for absences of any length of time you want protected under FMLA, related state leave laws or a company leave. Review the family care and family military leaves of absence process for how to return certification forms to Sedgwick. Full details will be provided in your leave package.

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.

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

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

You are not required to provide any details about your family member's medical condition to your supervisor.

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

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.

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.

STEP 2: APPLYING FOR FAMILY CARE OR FAMILY MILITARY LEAVE
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 Family Care Leave.

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

Contact Sedgwick by:

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

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.

Carefully review and understand the Care of Family Member leave package and any paperwork required.

Note: You will be required to provide Medical Certification for leave to care for a family member with an illness, including Family Military Caregiver Leave.

After you apply for a leave, Sedgwick will send a Care of Family Member leave package to your mailing address. Review all materials in this package.

You can view the package sent to online with viaOne Express.

Return all applicable forms

Certify your absence by returning the completed medical certification form or other required documentation within the timeframe provided. You can mail or fax the form to Sedgwick or upload to viaOne Express.

If you will be out for a continuous period of time and you have opted out of the voluntary plan, complete your Pay Information and Designation form.

Note regarding pay and concurrency of leave policies while on Family Care or Family Military 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 family care or family military leave runs concurrently with FMLA/CFRA and does not extend the 12-week or FMLA Caregiver 26-week FMLA/CFRA entitlement.

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

For more information on your eligibility for health benefits, the cost of those benefits during your leave, and your options to pay for those benefits, see the benefits during your leave information or call the PG&E Benefits Service Center at 1-866-271-8144.

Approval of your Family Care Leave is based on information your family members' Health Care Provider (HCP) provides and if your family members' condition as well as your necessity to provide care 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.

Provide Sedgwick with any needed clarification, if requested.

STEP 3: DURING YOUR LEAVE
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.

1 An occasional absence where you are certified by your family members' 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 family members' HCP to work fewer hours or days you are scheduled.

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.

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

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.
STEP 4: CHANGING, EXTENDING OR CANCELING A LEAVE
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 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.

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

Contact Sedgwick by:

Notify your supervisor.

Provide your family member’s Health Care Provider (HCP) 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 viaOne Express.

Sedgwick will notify you and your supervisor of the final determination of your leave extension (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.

STEP 5: RETURNING FROM LEAVE AND YOUR FIRST DAY BACK AT WORK
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:
    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. 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 1-925-459-7270.

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

Log into Mercer BenefitsCentral 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 401k.com.

ON YOUR FIRST DAY BACK AT WORK
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.

Discuss any system and building access restoration. Review MyElectronicAccess for system access questions (i.e., SAP) and for building access go to MyPhysicalAccess self-service. For any access issues upon your return, contact the TSC at 415-973-9000.

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