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.