Leave of Absence Home

Parental Leave (Birth Parent)

Parental Leave for birth parents is a critical benefit for working mothers at PG&E. Because there are specific benefits and requirements for employees who are taking Pregnancy Leave, this page is dedicated to mothers who are giving birth to a child. Review the overview and leave of absence (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 and 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 Plan benefits and PG&E Short-Term Disability (STD) and Paid Family Leave (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

Short-Term
Disability

Voluntary Plan Disability Insurance (VPDI) coverage + PG&E Wage Continuation

  • Weekly net (after-tax) benefit of 70%*, after 7 day waiting period and all capped sick time exhausts: PG&E wage continuation supplements 60% VPDI, no cap
  • STD benefits/leave for up to 52 weeks of disability

* 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 short-term disability benefits/leave 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.)

Please review PG&E’s paid family leave pay information here and in the types of leave document.

IBEW- and SEIU-represented Employees

For qualifying events beginning on or after January 1, 2018, you must be covered under the PG&E Voluntary Plan to be eligible for Voluntary Plan benefits and PG&E Paid Family Leave (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

Medical Leave

Voluntary Plan Disability Insurance (VPDI) coverage

  • Weekly VPDI benefit of 60%*, after 7 day waiting period and all sick pay exhausts, no cap
  • Up to 52 weeks of VPDI benefits (receipt of VPDI is not an approval of leave)

* 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 your pay during your medical leave here and the types of leave for which you may be eligible for here.

Please review PG&E’s paid family leave pay information here and in the types of leave document. Visit the Wage Continuation – Paid Family Leave policy document (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 Short-Term Disability benefits during pregnancy and here for information about your Paid Family Leave benefits, as the pay information described below does not apply to you. 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).

While many of the leave process steps apply to you (i.e., preparing for leave, what to do during your leave and preparing for return from leave), getting started to request your leave and STD benefits differs. Please see below for more information.

Get started

  1. A leave of absence will need to be initiated through Sedgwick to start the short-term disability process with The Standard. Sedgwick will send you the applicable leave forms to return to them and the STD forms to return to The Standard, if appropriate.
  2. You will need to contact The Standard Insurance Company directly in order to provide the needed information to open the STD claim.

Sedgwick: 1-855-732-8217 and online at https://claimlookup.com/pge
The Standard Insurance Company: PO Box 2800, Portland, OR 972084 or call 1-800-368-2859
PG&E Leave Team: PGELeaveTeam@pge.com

OVERVIEW

For birth mothers, there are two parts to parental leave:

Pregnancy Leave Child Bonding Leave
The preparation for and recovery from child birth Time-off to bond with a child after birth

Applicable Job Protection regulations/policies1:

  • Family and Medical Leave Act (FMLA)
  • California Pregnancy Disability Leave (PDL)
  • PG&E Short-term Disability (STD)
  • PG&E Company Medical Leave (CML)

Applicable Job Protection regulations/policies1:

  • Family and 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.

Parental Leave at a glance:

Birth mothers typically take Pregnancy Leave which is immediately followed by Child Bonding Leave. However, mothers may choose to take Child Bonding Leave at a later time. For your convenience, the checklist below provides the steps for Pregnancy Leave with an immediate transition to Child Bonding Leave.

Generally, for pregnancy, you may be eligible for leave and benefits up to 4 weeks prior to your expected delivery date to prepare for delivery. For recovery from delivery, you may begin receiving disability benefits from the date of birth (regular delivery is covered for 6 weeks; C-section is covered for 8 weeks).

Leave Types

1 With supporting medical documentation, more time can be taken for pregnancy leave, both before and after due date/birth
2 Six (6) weeks for natural delivery or eight (8) weeks for a cesarean section
3 Up to twelve (12) consecutive months, starting from your first day of absence in combination with all leaves (i.e., pregnancy leave)

Pregnancy Leave Child Bonding Leave
The preparation for and recovery from child birth Time-off to bond with a child after birth
Time-Off Time-Off
  • Time-off prior to child birth typically begins up to 4 weeks prior to your estimated due date
  • Pregnancy leave continues after birth for 6-8 weeks depending on delivery method
  • Actual length may be extended, if medically necessary, as determined by physician
  • Typically begins immediately after Pregnancy Leave concludes
  • Duration varies (there are maximums) and depends on the employee. Most employee’s consider job protection, pay and health care coverage when determining a return from child bonding leave date
Pay Pay

Options:

  • California Utility employees covered under the PG&E Voluntary Plan (PG&E):
    • 60%¹ weekly Voluntary Plan Disability Insurance (VPDI) benefit after all sick pay or Capped Sick Time ends—or after seven consecutive calendar days of disability (waiting period may be waived)—whichever is later
    • STD Wage Continuation benefit (PG&E) for eligible Management, A&T and ESC-represented employees only
      • After Capped Sick time: Wage Continuation of 70% after-tax equivalent benefit in combination with full amount of VPDI2
  • California employees covered under the CA SDI (State plan):
    • Approximately 60%3 of eligible earnings with weekly cap; typically up to 4 weeks pre-birth and 6-8 weeks post-birth (NOTE: 7 day unpaid waiting period once the leave begins)

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 (PG&E)
      • 100% pre-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, following the end of CA SDI benefits
  • Vacation accrued (PG&E)—end of leave
  • Floating Holidays (PG&E)—end of leave
Job Protection Job Protection
  • Up to 4 months of job protection under CA Pregnancy Disability Leave (PDL)
  • Other job protections under FMLA and PG&E STD Policy
  • Up to 6 months job protection under PG&E CBL, starting from first day of leave
    • After 6 months, additional time may be taken without job protection
  • Other job protections under PG&E PFL wage continuation, FMLA and CFRA
Healthcare Coverage Healthcare Coverage

Your healthcare premium costs remain the same throughout your pregnancy leave

Your healthcare 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 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. Click here for more Voluntary Plan information.
2 Benefits may also be reduced by other offset such as Social Security Disability Insurance or PG&E Pension benefits.
3 Please 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.

STEP 1: PREPARING FOR LEAVE

Pregnancy Leave Checklist (includes transition to Child Bonding Leave)

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), PG&E Short-Term Disability and Paid Family Leave, 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.

Be sure to talk through the estimated length of your entire leave of absence, including time you may take to bond with your child after the medical portion of your leave ends.

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.

If you will need a mothers’ room when you return for the purpose of expressing milk, make arrangements prior to your leave.

Check the Mothers’ Room list to see if there is a room available at your worksite. Be sure to email wellness@pge.com at least 10 business days prior to your return to request the access code and include your LAN ID for verification purposes.

If a mothers’ room does not exist at your worksite, you may express milk in your own private office, if available, or submit the Temporary Mothers’ Room Request form to Accommodations-req@pge.com at least 30 days prior to your return to work so that appropriate accommodations can be made. See PG&E's Mothers’ Room Standard* for more information.

You may use Maternity Leave Transition plan form to discuss your milk expression needs with your supervisor.

Visit the Mothers' Room page for more information, including how to get a free breast pump.

* Note, you will need network access to view this document.

Electronic access permissions will be disabled

When on 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 LOA, 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 Short-term disability and Paid Family 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.

STEP 2: APPLYING FOR PREGNANCY 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 Pregnancy 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.

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 make a separate application for State Plan 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 your Pregnancy Leave package and any paperwork required.

Note: You may be required to provide Medical Certification for your Pregnancy Leave of absence.

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

Return all applicable forms

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

Note regarding pay and concurrency of leave policies while on Pregnancy and Child Bonding Leaves: The receipt of any type of pay during your pregnancy leave runs concurrently with FMLA/CFRA/PDL or the 4-month PDL entitlement. State PFL benefits and PG&E’s PFL benefit period also runs concurrently with and does 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.

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

Note: Please be sure to understand any differences in benefits during the pregnancy and child bonding portions of your leave.

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.

Note: You'll have an opportunity to add your child as a dependent within 180 days from the date of birth.

Approval of your Pregnancy Leave and any PG&E-paid disability benefit (VPDI, capped sick time, 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.

Provide Sedgwick with any needed clarification, if requested.

STEP 3: DURING YOUR PREGNANCY 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 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

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 by:

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.

If you have not already received a call from your parental leave coach, call Sedgwick two weeks after the birth of your child to confirm:

  1. The date of your child's birth and the method of delivery
  2. If you will be taking a bonding leave and the estimated date for this leave (see Step 5: Transitioning from a Pregnancy Leave to a Bonding Leave for more details).

Sedgwick will adjust your Pregnancy Leave dates and set up your bonding leave, as applicable, and will notify you and your supervisor of the changes.

Your Sedgwick parental leave coach can be reached by calling 1-855-732-8217.

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 your Mercer BenefitsCentral 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

Note: If you plan to take bonding leave immediately following your Pregnancy Leave, you do NOT need to provide a Release to Return to Work form.

If you are returning to work immediately following your pregnancy (medical portion) of your leave, contact your HCP (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 viaOne Express.

STEP 4: CHANGING, EXTENDING OR CANCELING A PREGNANCY 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 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:

Notify your supervisor.

If returning to work following a pregnancy leave, provide a Release to Return to Work form (see below).

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

Provide your 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: TRANSITIONING FROM A PREGNANCY LEAVE TO A BONDING LEAVE

What You Need to Do

How You Get It Done

When you contact your Sedgwick parental leave coach to confirm your child's birthdate and method of delivery, confirm your plans for taking a bonding leave following your Pregnancy Leave. You must provide this information as soon as it's known and prior to the end of your Pregnancy Leave.

Contact Sedgwick at 1-855-732-8217.

Note: Additional paperwork is not needed to certify your bonding leave; you only need to provide the dates of this leave to Sedgwick and a Bonding Leave will be set up for you.

Understand your pay options during your bonding leave

Your Parental Leave Coach will discuss PFL benefits available to you (if not already discussed during your pregnancy leave).

You can also review PFL Pay Information:

Understand your benefits during your leave and any changes when moving from a Pregnancy Leave to a bonding 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.

Note regarding pay while on Bonding Leave: The receipt of any type of pay during your bonding leave runs concurrently with FMLA/CFRA and does not extend the 12-week FMLA/CFRA entitlement.

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 Company Child Bonding leave (CBL) leave 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 this 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.

STEP 6: PREPARING FOR RETURN 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.

Returning from a Pregnancy Leave:

Two weeks prior to your return:

  1. Work with your attending HCP to complete and return your Release to Return to Work form, if returning to work directly from pregnancy leave.
  2. Call your supervisor to:
    1. Confirm your return and discuss any restrictions or accommodations needed for your return, including confirming mothers' room arrangements (if necessary);
    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
  3. 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). If you have questions about arranging a DOT test, please contact the DOT Drug Screen Scheduler via email at DOTDrugScreenSchedul@pge.com or phone (925) 415-6400 and please leave a message.

Returning from a Bonding Leave: Call your supervisor to confirm your return 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.

Determine if there are any benefit changes you may need or want to make upon your return to work, including adding a dependent.

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 you 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.

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.

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.

RELATED DOCUMENTS AND RESOURCES FREQUENTLY ASKED QUESTIONS (FAQs) FOR BIRTH PARENT LEAVE OF ABSENCE

What is the first step I need to do to get started?

To obtain information on parental leave and/or to start the leave of absence process, please call Sedgwick, PG&E's leave of absence and Disability Service Center. After you call Sedgwick, they will assign a Parental Leave Coach to provide information and answer your questions to help you prepare for your leave.

If I call Sedgwick, will my supervisor be notified?

If you are calling Sedgwick within 60 days of your estimated first date of absence, your supervisor will receive an automated email notifying them of your intent to take leave. If you are calling Sedgwick over 60 days of your estimated first date of absence, no notice will be sent to your supervisor. However, you will be required to call Sedgwick at a later date, at least 30 days of your estimated first date of absence to confirm your intent to take leave at which point your supervisor will be notified.

How do I reach Sedgwick?

Please use the following contact information to request a new leave, update Sedgwick on your medical status, work status and to obtain information regarding your leave:

Toll-free telephone: 1-855-732-8217
Toll-free fax: 1-866-856-4862
Website (viaOne® Express): claimlookup.com/pge
Mailing address is:
Sedgwick Leave of Absence Service Center
P.O. Box 14495
Lexington, KY 40512

What is a Pregnancy Leave?

This is considered the period of time-off taken for the preparation for and recovery from child birth. Often, this period is referred to as the time when the birth-mother is considered "medically disabled" due to her pregnancy, as determined by a physician.

How much time is typically taken for Pregnancy Leave?

If you are planning to take time-off prior to child birth, this typically begins two to four weeks prior to the estimated due date. After birth, the leave is six weeks for a normal vaginal delivery without complications and eight weeks for a caesarian section. Actual length may be extended, if "medically disabled" status is extended, as determined by a physician. More time can be taken for Pregnancy Leave, before and after the birth of the child, as determined by the physician.

What is a Child Bonding Leave?

This refers to the time-off taken to bond with a child after birth, adoption or foster placement (and for birth mothers, after "Pregnancy Leave").

How much time is typically taken for Child Bonding Leave?

This is largely dependent on you and the needs of your family and other factors such as job projection and pay. Child Bonding Leave typically starts immediately after the birth of the child, but may be taken at any point within a year of the life event.

What is California Pregnancy Disability Leave (PDL)?

Under California law, if you are medically disabled (as determined by your physician) due to pregnancy or a condition related to pregnancy or childbirth, the company is required to provide up to four months (equivalent to 88 workdays for full time employees) of unpaid, job protected leave. All PDL time taken must be related to the actual period of disability caused by pregnancy, childbirth, a related medical condition (e.g., doctor-ordered bed rest, gestational diabetes, pregnancy-induced hypertension, preeclampsia, postpartum depression, loss or end of pregnancy or recovery from childbirth) or for prenatal or postnatal care.

You may also be eligible for a reasonable accommodation due to medical needs and to transfer to a less strenuous or hazardous position if it medically advisable because of pregnancy. Please contact the Stay at Work/Return to Work team if an accommodation is needed.

There are no service requirements to be eligible for PDL; CA employees are eligible upon hire. Please see the Types of Leave document for more information on PDL entitlements and details.

What is the Family and Medical Leave Act (FMLA)?

FMLA is a federal law that requires covered employers to provide up to 12 weeks (in a rolling 12-month period) of unpaid, job-protected leave to eligible employees for certain family and medical reasons. It also requires group health benefits to be maintained during the leave. Under FMLA, leaves may be taken continuously, on an intermittent basis or on a reduced schedule within the 12-month rolling period. Please see the Types of Leave document for more information on FMLA eligibility, entitlements and details.

What is the California Family Rights Act (CFRA)?

The California Family Rights Act (CFRA) is a state law that is very similar to the FMLA (see FMLA description above) with a couple of exceptions, including time off related to pregnancy disability leave. Please see the Types of Leave document for more information on CFRA eligibility, entitlements and details.

What if both parents are PG&E employees?

If you and your partner are PG&E employees, you share FMLA/CFRA entitlements when both of you take leave to bond with your new child (e.g., between both parents, you share up to 12 weeks in 12 months).

What is PG&E's company Medical Leave of Absence?

If you are a Management, Administrative, Technical or regular-status ESC-represented employee who has opted out of the Voluntary Plan (i.e. not covered under the PG&E STD Policy) or you are a regular-status IBEW- or SEIU-represented employee, you may be eligible for PG&E's Company Medical Leave (CML). CML may be approved for a serious health condition for which a health care provider certifies that essential job duties cannot be performed due to a non-industrial injury or illness. Eligible employees must have exhausted their sick time and be unpaid for longer than 10 consecutive workdays. The Company Medical Leave runs concurrently with any unpaid FMLA/CFRA time used.

A PG&E Company Medical Leave can be authorized for a period not in excess of six consecutive months. An extension may be granted for up to an additional six months if the circumstances warrant. The maximum length of an unpaid medical leave, including extensions, is 12 consecutive months in combination with all other leaves, excluding a military leave or an educational leave. The Company Medical Leave cannot be taken on an intermittent or a reduced schedule basis.

Please see the Types of Leave document for information regarding eligibility for a PG&E Company leave.

Example: Stacey is an IBEW employee who needs 12 weeks of unpaid FMLA/CFRA time off. She has no paid sick leave. After she has exhausted his 12-week FMLA/CFRA entitlement, she still needs additional time off. She can file for an extension of her medical leave. At that time, her company medical leave can be granted for a maximum of nine additional months (for a total of 12 months). Because she exhausted her paid sick leave, her unpaid FMLA/CFRA leave ran concurrently with the PG&E company medical leave of absence beginning her first day of absence. If Stacey is covered under the Voluntary Plan, her VPDI benefits run concurrently with FMLA/CFRA and CML and do not extend the maximum leave time available.

Do I receive healthcare coverage while I'm on leave?

During your STD or medical leave period, health and welfare benefits for yourself and your covered dependents, if applicable, will continue as if you were still at work (with the exception of the Dependent Care FSA). You are not eligible to participate in the Dependent Care FSA (DCFSA) while you are not actively at work. Your health and welfare premium contributions will remain the same as when you were working.

Management, Administrative & Technical (A&T) and ESC-Represented employees: these premiums will be deducted, without any action on your part (i.e., deductions will be automatic), while you are receiving capped sick time or PG&E’s STD or PFL wage continuation (supplemental) benefits payments.

IBEW- and SEIU-represented employees: these premiums will be deducted, without any action on your part (i.e., deductions will be automatic), while you are receiving sick pay or PG&E’s PFL wage continuation (supplemental) benefits payments.

All eligible employees: When you’re on leave, the premiums that you pay for your health and welfare benefits will not be automatically deducted from your VPDI or VPFL wage replacement pay. When you return to work, you will need to pay PG&E for the premiums that were not paid while you were on leave. However, you may elect to continue to have health and welfare premium deductions “redirected” from the VPDI or VPFL wage replacement to prevent you from having to pay the full balance when you return from leave. If you do not elect to redirect your VPDI or VPFL wage replacement pay, you will be set up with a repayment plan upon your return from leave, for any premiums owed while on leave.

Child Bonding Leave: During the first partial month (if applicable) and the following three full calendar months of your PG&E PFL/bonding leave, your health and welfare benefits for yourself and your dependents, if applicable, will continue as if you were still at work (with the exception of the Dependent Care FSA). During this time, your premium contributions will remain the same as if you were working. If you remain off work beyond this time, starting in the fourth calendar month, you will be responsible for paying the full premium for the medical, dental and vision plans, depending on your status.

The first partial month is the month in which your first day of PFL/bonding leave begins. Your PFL benefit period runs concurrently with FMLA/CFRA and/or the company’s Child Bonding leave.

Example: your PFL/bonding leave begins on January 15, 2018. January is your first partial month. Therefore, your premium contributions will remain the same in February, March and April. If you don't return to work or to active paid status by April 30, then you will be responsible for your full medical premiums starting May 1. If you were to begin receiving some type of company-paid time off (e.g., vacation or floating holiday) on April 30, your premiums would not increase to the full amount on May 1, but your company bonding leave (CBL) would officially end; instead, you would be considered to be off work using your vacation/holiday pay and would no longer be considered to be on an approved leave of absence.

For any questions related to Benefits While on Leave, please contact the PG&E Benefits Service Center directly:

Toll-free telephone: 1-866-271-8144
Mercer BenefitsCentral: www.mypgebenefits.com/access.shtml

How much time can I take before the baby is born?

Birth mothers typically take two to four weeks prior to the estimated delivery date and with supporting medical documentation. More time can be taken for Pregnancy Leave (both before and after the birth of the child) as determined by the physician.

What do I need to do after my baby is born?

If you are on Pregnancy Leave, after the baby arrives, you will need to contact Sedgwick to inform your Parental Leave Coach about the delivery date and delivery method for their records. This is to calculate your Pregnancy Leave duration and when your PFL/Child Bonding Leave would start.

Should I file the required documentation before going on pregnancy disability leave (PDL), even if I don't end up using the disability leave?

You can submit all documents in advance of your leave start to Sedgwick. If you’ve opted out of the Voluntary Plan, the State of California Employment Development Department (EDD) will not accept your application for disability before your leave start—you need to be officially off work before submitting your claim for benefits (go to the EDD website for more information).If your circumstances change and you no longer need leave, you must inform Sedgwick immediately.

As a Management, Administrative & Technical (A&T) and ESC-Represented employees, do I accrue vacation, sick days or paid company holidays while I'm on leave?

You are eligible to continue to accrue vacation, incidental sick time and paid holidays during the first 480 cumulative hours of absence (12 weeks for part-time employees) from work in the calendar year while on PG&E STD leave, starting from your first day of absence (which includes the absences recorded as capped sick time, if applicable) and during your 8 week PG&E PFL benefit/leave period. You are eligible to accrue vacation during the first 240 cumulative hours of unpaid leave per calendar year. This accrual period does not restart by moving between leaves or crossing into the next calendar year.

This means, if you’ve accrued vacation, incidental and paid holidays during 480 hours of STD previously in the year, or as you cross into the new year, you will not be eligible to accrue additional time during your PG&E PFL benefit/leave period.

This also means, if you’ve accrued vacation for 240 cumulative hours or more during a period of PFL or STD leave, you will not be eligible to accrue additional time while on an unpaid FMLA/CFRA/Company leave.

You do not accrue incidental sick time or paid holidays during any portion of leave in which you are not covered under the PG&E STD or PFL policy, or that extends beyond the maximum accrual in combination with all leaves.

As an IBEW- and SEIU-represented employee, do I accrue vacation while I'm on leave?

You are eligible continue to accrue vacation during periods of PG&E PFL leave in accordance with current rules for unpaid leaves of absence (i.e. for the first 240 cumulative hours of unpaid leave per calendar year, which includes leave in which you are receiving Voluntary Plan benefits and PG&E’s wage continuation benefits). See your respective labor agreement, the time off section of mypgebenefits.com or the Summary of Benefits Handbook for additional details and limitations for vacation accrual during period of leave.

What happens to my 401k while I am on leave?

Management, Administrative & Technical (A&T) and ESC-Represented employees only: While approved to receive capped sick time (and incidental sick time, if used during the benefit waiting period) and STD wage continuation benefit payments, 401(k) contributions and company match will continue at your current designation unless you elect otherwise pursuant to normal 401(k) election procedures.

While approved to receive VPFL and PG&E’s PFL wage continuation benefit payments, 401(k) contributions and company match will continue at your current designation unless you elect otherwise pursuant to normal 401(k) election procedures.

Contributions will be suspended when you are no longer receiving sick pay, wage continuation benefits or VPFL benefits. Time on leave is credited as company service. Contact Fidelity Investments at 1-877-743-401K or visit 401k.com for more information about your 401k Plan.