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 health care 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.