Leave of Absence Home

Parental Leave – Non-Birth Parent

Parental Leave is a critical benefit for both the men and women at PG&E. This page is dedicated to parents who are welcoming a new child to their home through a birth, adoption or foster placement and plan to take leave to bonding with their child. Review the 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

NOTE: If you are giving birth to a child, please review the Parental Leave – Birth Parent page.


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

* 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 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

* 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, 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).

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

Paid family leave

California Paid Family Leave (CA PFL) + PG&E Wage Continuation

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

* Interns are not eligible for wage continuation benefits.

OVERVIEW
Child Bonding Leave
Time-off to bond with a child after birth, adoption or foster placement

Applicable Policies1:

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

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

Parental Leave at a glance:

Leave Types

Some considerations:

Child Bonding Leave: Time off to bond with a child after birth, adoption or placement
Time-Off

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

Pay

Options:

  • California Utility employees covered under the PG&E Voluntary Plan (PG&E):
    • 60%1 weekly Voluntary Paid Family Leave (VPDL) benefit
    • PFL Wage Continuation benefit/leave (PG&E)
      • 100% 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
  • Vacation accrued (PG&E)—end of leave
  • Floating Holidays (PG&E)—end of leave
Job Protection
  • Up to 6 months job protection under PG&E CBL, starting from first date of leave
    • After 6 months, additional time may be taken without job protection
  • Other job protections under PG&E PFL policy, FMLA and CFRA
Healthcare Coverage

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 to work or return to a paid status by the 4th month, then you will be responsible for 100% of total premium costs until the first calendar day of the month following your return.

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

STEP 1: PREPARING FOR CHILD BONDING LEAVE

Child Bonding Leave Checklist (for non-birth parents and birth parents taking child bonding separate from Pregnancy 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) or other federal, state or company leaves.

What You Need to Do

How You Get It Done

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

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

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

Electronic access permissions will be disabled

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

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

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

Recurring deductions impacted by leave:

Campaign for the Community
Contributions end day prior to your PFL/bonding leave start date and will not resume automatically.

Commuter Transit
You may choose to stop your Commuter Transit Program benefit deductions during your leave.

Union Dues
Your monthly payroll deduction for union dues will end when not receiving PG&E PFL wage continuation benefits or other company-paid time.

ESC-represented employees: If you are eligible for PG&E’s PFL wage continuation benefits, your union dues will be reduced to $9 per month.

IBEW-and SEIU-represented employees: your union dues will continue while receiving PG&E’s PFL wage continuation benefits.

Fidelity Investment (401(k) Plan)
While approved to receive VPFL and PG&E PFL wage continuation benefit payments, 401(k) contributions and company match will continue at your current designation. Contributions to your 401(k) Plan will end when your unpaid leave starts, including loan payments.

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

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

Non-union and salaried Union-represented employees: Determine if you need to complete a self-evaluation prior to starting your leave

If you have 3 months or more of performance history during the calendar year and will be on a military leave that will extend over the Mid-year or Year-end evaluation period, performance to date should be documented in iConnect Performance. If possible, you should provide your manager with names of feedback providers prior to leaving on a planned LOA.

STEP 2: APPLYING FOR A CHILD BONDING LEAVE (FOR NON-BIRTH PARENTS)

What You Need to Do

How You Get It Done

Request your leave by contacting Sedgwick. One call is needed to apply for Voluntary Plan benefits, PG&E’s wage continuation benefits and any other federal, state or company leave for which you may be eligible and qualified.

You, or someone acting on your behalf (e.g., spouse, supervisor, etc.), can request a Bonding Leave.

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

Contact Sedgwick by:

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

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

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

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

Apply online:

http://www.edd.ca.gov/disability/SDI_Online.htm

The employer's address to use on the form is 1850 Gateway Blvd., 7th Floor, Concord, CA 94520.

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

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

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

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

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

Return all applicable forms

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

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.

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

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

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

STEP 3: DURING YOUR CHILD BONDING LEAVE

What You Need to Do

How You Get It Done

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

Log into 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.

STEP 4: CHANGING, EXTENDING OR CANCELING A CHILD BONDING 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.

Sedgwick will notify you and your supervisor of the final determination of your leave extension (i.e., approved denied).

If you are denied, and have taken, or need time away from work, contact your supervisor to discuss your next steps.

STEP 5: 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.

One week prior to your return:

  1. Call your supervisor to:
    • Confirm your return and discuss any restrictions or accommodations needed for your return, including confirming mothers' room arrangements (if necessary);
    • Arrange for DOT testing (if applicable) and;
    • Discuss any system and building access restoration you may need. Your supervisor needs to complete a Return from Leave PCR to restore your network access. This should be done two-three days prior to your return to ensure processing is completed by your return date.
  2. If you have questions about returning with restrictions, please call the Stay-At-Work/Return-to-Work Team at 925-459-7270.

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

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

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

Determine if you need to reinstate any recurring deductions. Action may be needed if had any of the following prior to your unpaid leave starting:

Campaign for the Community

Commuter Transit

Union Dues

Fidelity Investment (401(k) Plan)

Campaign for the Community
If you would like to resume your contributions, please contact the Campaign Customer Service Line at 1-888-973-4438 5 a.m. to 5 p.m. Pacific time.

Commuter Transit
If you suspended your commuter transit deductions during your leave and want to reinstate the deductions, review the Commuter Transit Program information.

Union Dues
Your contributions will automatically resume when your unpaid leave ends. Please contact your local Union with questions on your union dues during your unpaid leave.

Fidelity Investment (401(k) Plan)
Your contributions will automatically resume when your unpaid leave ends. If you have questions relating your 401(k), please contact Fidelity Investments by calling at 1-877-743-4015 or at 401k.com.

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 CHILD BONDING LEAVE

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
 

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 the first year of the life event.

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 both you and your partner are PG&E employees, you share FMLA/CFRA entitlements when both of you take leave to bonding with your new child (e.g., between both parents, you share up to 12 weeks in 12 months).  You do not share PG&E PFL benefits or Company Bonding leave.

When can employees use company paid time (vacation)?

Company-paid time (e.g., vacation, floating holidays) can be requested and used at the end of your FMLA/CFRA bonding leave, after PG&E Paid Family Leave has exhausted. Your company leave will end once your pay starts. You will have used your one available Company Child Bonding leave (CBL) and you will not be eligible to later extend or request a new CBL. If paid time is requested after your FMLA or CFRA exhausts, this will just be a request for pay through your supervisor; you will no longer be on a leave of absence.

Do I receive healthcare coverage while I'm on a PFL/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). You are not eligible to participate in the Dependent Care FSA (DCFSA) while you are not actively at work. 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.

Health and welfare premiums (if applicable) will be deducted, without any action on your part (i.e., deductions will be automatic), while you are on leave receiving PG&E’s PFL wage continuation (supplemental) benefits payments.

Your premiums that you pay for your health and welfare benefits will not be automatically deducted from your 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 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 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.

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

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 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, 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 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 on 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?

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.

If you continue to be on leave unpaid after PG&E PFL exhausts, contributions will be suspended. 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 Plan.