Leave of Absence

Learn about your role in supporting employees who make requests with regard to workplace accommodations and leaves of absence, including paid family leave and short-term disability.

Supervisor responsibilities

At PG&E, we realize that employees may need to take extended time off from work for a number of different reasons. Whether it's time off for their own medical needs, to care for a family member, to care for or bond with a new child or in response to a call to military service, PG&E's leave of absence (LOA) policy allows employees to take time off and focus on themselves or family. The content below helps you explain the LOA process to your employee – allowing them to easily transition to his or her leave.

For management, administrative and technical (A&T), security (non-union represented) and ESC-represented employees, a request for medical leave also includes short-term disability (STD) leave benefits and a request for family care or parental leave also includes a request for paid family leave (PFL) benefits.

Most leaves require a 30-day notice. If your employee informs you of their need for a leave in advance, you can use this time to ensure your employee initiates the leave process and reports their leave to Sedgwick.

There may be times when your employee is already absent from work and doesn't understand the leave of absence of process. You are the main link between that employee and PG&E's leave process.

Phone number: 1-855-732-8217
Fax: 1-866-856-4862
Mailing address:
Sedgwick Leave of Absence Service Center
P.O. Box 14495
Lexington, KY 40512

Representatives are available Monday through Friday from 5 a.m.–5 p.m. Pacific time.

Leave specialists are available, Monday through Friday, 8 a.m.–5 p.m. Pacific time.

The LOA process is different for different types of leave. Expand the applicable box below that relates to the leave your employee is requesting.

COMMON LEAVES – INCLUDING MEDICAL/STD LEAVE, PARENTAL/PFL LEAVE OR MILITARY LEAVE, ETC.

1. Support and enforce your employee's reporting and adherence to the leave process.

When an employee is requesting time off as specified below, you must advise and inform your employee of the leave absence process and requirements.

  • Your employee makes you aware of a possible serious health condition for themselves or a family member relating to an absence or future time off needs—could be for any length of time.
  • Your employee has an illness or injury that prevents them from working for more than three consecutive days and they will require more than two visits to a health care provider or one office visit resulting in a regiment of continuing care.
  • Your management, administrative and technical (A&T), security (non-union represented) or ESC-represented employee is absent for seven consecutive calendar days or longer, a short-term disability claim must be filed with the leave and disability administrator.
  • Your employee has been called to Military service.
  • Your employee will become a parent—could be through the birth, adoption or foster placement of a new child.
  • Your employee will be absent for more than two weeks unpaid.
  • Your employee will be absent for reasons covered under a state or federal leave or company policy.

Click here for more information on the types of leaves.

This means you:
  • Remind your employee to report their leave by calling Sedgwick at 1-855-732-8217 or by using Sedgwick's website, viaOne® Express.
    • Sedgwick customer service representatives and leave/disability specialists are available Monday through Friday 5 a.m. - 5 p.m. Pacific time.
    • A new leave can be requested any time.
  • If your employee cannot initiate their leave request on their own, or has been off of work for five consecutive days due to a possible serious health condition, you need to report the absence on their behalf by contacting Sedgwick at 1-855-732-8217.
  • Note:
    • You are not able to submit a new leave request for your employee through viaOne Express.
    • A family member can also request a new leave on your employee's behalf.
  • Remind your employee of their responsibilities under the leave of absence process—including reporting any intermittent absences in advance, if applicable.
  • Stay in contact with your employee throughout their absence.

Important: Do not ask your employee for details surrounding his or her medical condition, the medical condition of his or her family member or for any specific medical information or underlying condition or diagnosis. If you are unsure if the condition, as offered by your employee, qualifies him/her to take a leave, please have your employee contact Sedgwick for a leave package and notice of their rights under any federal or state leave to be sent out. Sedgwick will make the determination on your employee’s eligibility for leave and STD/PFL benefits. See the Frequently Asked Questions below for additional information on STD, PFL and serious health conditions under the Family and Medical Leave Act (FMLA) or California Family Rights Act (CFRA).

2. Prepare for your employee's leave.

Discuss with your employee their leave request and estimated duration of absence. This will help you determine what, if any, additional support you may need in the office during their absence. If your employee is taking pregnancy leave, please review the Mothers’ Rooms at Work page for leaders which details your legal obligation in regards to your employee’s right to express milk at work. Contact your HR Business Partner if you need further guidance on the above or below (Performance and Pay Planning).

When your employee is on a Leave of Absence (including short term disability or paid family leave) your employee’s electronic access permissions will be disabled (including Citrix, VPN and mobile mail), as required by PG&E. They will not have access to check work emails while on leave. The employee will continue to have access to PG&E@WorkforMe to view pay statements, benefits and other information through myportal.pge.com. When your employee returns from Leave of Absence, all of their electronic access permissions will be re-enabled following the completed PCR process (see step 12).

If your employee is on a leave of absence other than STD or PFL and continues to be recorded with any pay time codes (including Sick, Sick Relative, Vacation, Floating Holiday), you must contact the TSC to request that all unnecessary electronic access be removed while your employee is on leave.

3. Performance and Pay Planning.

If an employee (non-union and salaried union-represented) has three months or more of performance history during the calendar year the following apply:

Performance
  • For a LOA (which includes PFL and STD leaves) that will extend over the Mid-year or Year-end evaluation period, performance to date should be documented in iConnect Performance. If possible, the employee should provide their manager with names of feedback providers prior to leaving on a planned LOA.
  • A Year-end performance evaluation and rating is required for all employees on LOA who are eligible for STIP.
Pay Planning
  • Merit: You will not plan merit changes for eligible employees who are on a LOA during the annual pay planning cycle. They are not included in the Merit budget in Rewards Connect. Instead, you will need to update the employee’s pay for any warranted merit pay change when s/he returns from leave after the Return from LOA PCR has been processed.
  • STIP/LTIP: If employees are eligible for STIP/LTIP during the pay planning cycle, the award(s) will be paid according to the regular annual pay planning schedule, even while on LOA. If the employee on leave has a year-end performance evaluation and rating in iConnect prior to annual pay planning cycle go-live, the Leader will plan award(s) per guidelines. Employees with less than 3 months of performance history or no year-end performance evaluation and rating will default to a predetermined company-wide individual modifier to determine the STIP award.

4. Review and verify your employee's request for leave of absence.

After your employee requests a new leave by calling Sedgwick, you'll receive an email with details and specific action for you to take. You are responsible for reviewing and verifying the information in the email is correct and to take any action required.

If you receive a doctor's note or other medical documentation relating to your employee's absence, please contact Sedgwick at 1-855-732-8217 and follow their instructions on how to send the documentation to their attention.

If your employee voluntary discloses personal information about his or her health or the health of a family member and you feel they need additional support during the leave of absence process, contact the PG&E leave team at PGELeaveTeam@pge.com and we will reach out to the employee. Remember that for privacy reasons, you should not ask employees about their medical condition or the condition of their family. If they choose to share information with you, let them know that PG&E has resources that may assist them through challenging times.

5. Notify your timekeeper(s) of all leave of absence time taken.

You are responsible for notifying your timekeeper(s) of all time off taken under PG&E leave of absence provisions. If time is not recorded accurately and in a timely fashion, it could result in overpayment or underpayment of wages and benefits, as well as additional time off the employee is not entitled to under these provisions.

If your employee is eligible under the STD policy, there are certain requirements for use of pay and time entries. See the FAQ's for details.

  • The Integrated Disability Management (IDM) team will complete a Start STD action in SAP, effective the first day of absence.
  • The Start STD action will be completed during period of STD leave in which capped sick time is being used and when the employee is eligible to receive STD Wage Continuation benefits.

If your employee is eligible under the PFL policy, see the FAQ's for details on time entries.

  • The Integrated Disability Management (IDM) team will complete a Start PFL action in SAP effective the first day of absence.
  • The Start PFL action will be completed for periods of PFL leave in which your employee will be absent for more than one week.

For leaves not covered under the STD and PFL policies, please use the Pay Information and Designation of Pay Form provided by your employee to help ensure time is accurately recorded, per company policy and your employee's requests.

See FAQ's for company pay policies you need to follow. The time coding job aid will be useful to you for STD and PFL involved leaves as well as the timekeeper reference checklist for all other leaves.

6. Provide notification of the start of your employee's unpaid leave (not applicable when an employee is eligible for STD or PFL).

You are responsible for forwarding the completed Pay Information and Designation of Pay Form to the PG&E Leave Team and informing of your employee's first full unpaid day of absence. In your email, please include:

  • When the employee's sick pay has been, or will be exhausted, if applicable.
  • If your employee has requested and has been approved to use another pay type (i.e., vacation pay) prior to being unpaid. For unpaid absences more than two weeks, a Start Leave Without Pay action in SAP is needed. In order for the PG&E Leave Team to process this SAP action in a timely manner, notice of your employee's first unpaid day of absence by you is required.

7. During your employee's leave.

Connect with your employee periodically to check in on their status, how they're doing and intent to return to work.

Important: do not ask your employee to perform work activities during their leave or ask them to return prior to their being ready and safe to do so.

8. Maintain confidentiality.

Remember to keep confidentiality in mind at all times. Do not ask for details about an illness, diagnosis or injury. Do not share any confidential information your employee has disclosed to you with anyone else, except on a need to know basis. If you are unsure, please contact your HR Business Partner (note that you must be logged into the PG&E network in order to view this information).

9. Provide Sedgwick with all pertinent information if re-certification of an absence is requested or required.

If your employee's condition changes and additional time off is needed, a re-certification of the leave or disability is required. If your employee's Sedgwick case specialist requires additional information relating to absences taken, past or current that relate to the employee's current leave, you'll be responsible for providing information requested.

10. Verify your employee is able to return from leave on or before the expiration date of their approved leave.

If your employee has not contacted you about returning to work or the need for additional time off prior to the expiration of their current approved leave, please reach out to your employee five business days prior to their scheduled return date to verify your employee is ready and able to return to work.

Employees must contact you and Sedgwick to request an extension prior to the expiration of their current leave. If you are unable to reach your employee, please contact the PG&E Leave Team and/or your employee's Sedgwick case specialist for possible alternative contact information.

11. Help return your employee to work safely.

  • If your employee was absent for their own medical condition lasting longer than two weeks, they are required to provide Sedgwick with a release to return to work form prior to returning to work.
    • Please note that your employee may be asked to provide a release to return to work form for an absence of less than two weeks, if the condition merits.
  • It is your employee’s responsibility to provide this form before they start any work. If the release is not provided, their return may be delayed until it is provided (they are no longer on an approved leave at this point).
  • If restrictions or a reasonable accommodation are required to remain at work or return to work and you have questions, please email the Stay At Work/Return to Work Team or call 925-459-7270 to discuss possible reasonable accommodations.
  • If your employee falls under a DOT classification and has been off work for greater than 30 days unpaid, please email DOT & Regulatory Compliance one week prior to your employee's scheduled return to work date in order to make the appropriate arrangements for a pre-duty testing.

12. Initiating a Personnel Change Request (PCR) at the end of STD, PRL or unpaid leave.

You are responsible for initiating the appropriate Return from Leave PCR when your employee returns to work.

  • Please ensure you reference the work schedule your employee will be returning to (even if it is the same schedule your employee had prior to his/her absence).
  • The Return from Leave PCR is found via PG&E@Work for Me > My Staff > Personnel Change Requests. This should be completed two days prior to their return to work.
  • Until you complete this action, your employee:
    • Will not have their electronic access permissions re-enabled
    • Will not receive a regular paycheck

13. Performance and pay planning upon return from LOA (which includes PFL and STD leaves).

Performance

  • Three (3) months or more performance history in the calendar year: Employees returning from LOA who missed the formal Mid-year or Year-end evaluation period should receive a formal performance review upon their return to work.
  • Less than three (3) months performance history in the calendar year: Employees should not receive a performance evaluation at Mid-year or Year-end. However, goal setting and performance feedback is important.

Pay Planning

For employees returning from LOA, managers may submit an off-cycle increase (if applicable) after the Return from Leave PCR has been processed. The off-cycle increases are not managed as part of the annual rewards budget.

Please contact your HR Business Partner if you need further guidance.

14. Employer Verification form from the California Employee Development Department (EDD)

If you receive an Employer Verification form from EDD, please place it in a secure envelope and mail to:

PG&E Leave Team
1850 Gateway Blvd, 7th Floor
Concord, CA 94520

COMPANY PERSONAL, EDUCATIONAL OR POLITICAL SERVICE LEAVE

Employees are not able to request personal, educational or political service leaves by calling Sedgwick or online through viaOne Express. Instead, the leave request will come to you, and you'll need to:

  • Review the leave request with your employee (employee must submit to you their completed Company Leave Request form).
  • Review eligibility requirements on the Types of Leave document.
    • Educational leaves require your employee submit to you, along with their request form, satisfactory evidence of admission to an accredited institution and to a program which is related to company needs.
    • Ongoing evidence of enrollment on a quarterly or semester basis will be required by Sedgwick in order for your employee to remain on an approved educational leave.
  • Review the request with your leader and HR representative (note that you must be logged into the PG&E network in order to view this information).
  • Report the leave to Sedgwick by calling 1-855-732-8217. Ensure you've reviewed the request with your leader and HR representative, and determined your employee's eligibility for the leave prior to reporting.
    • Note, by reporting the leave to Sedgwick, you are confirming you've reviewed the request, determined eligibility as noted above and are approving the request.

See company personal, educational or political service leave webpage for more information.

To initiate a company personal, educational or political service leave, follow the steps below.

1. Information needed to report a leave of absence on behalf of your employee.

The information below is needed to help determine leave eligibility and ensure the correct leave package is sent to the employee.

You'll need to provide your employee's:

  • Name;
  • Employee personnel number;
  • Home mailing address and contact number(s);
  • Confirmation if employee would like text messages or emails (if so, cell phone and email addresses are needed);
  • Current work schedule;
  • Type of leave needed;
  • Estimated duration of leave, and
  • Your name and contact information.

2. Prepare for your employee's leave.

Discuss with your employee their leave request and estimated duration of absence. This will help you determine what, if any, additional support you may need in the office during their absence. Contact your HR Business Partner if you need further guidance on the above or below (Performance and Pay Planning).

When your employee is on a Leave of Absence, your employee’s electronic access permissions will be disabled (including Citrix, VPN and mobile mail), as required by PG&E. They will not have access to check work emails while on leave. The employee will continue to have access to PG&E@WorkforMe to view pay statements, benefits and other information through myportal.pge.com. When your employee returns from Leave of Absence, all of their electronic access permissions will be re-enabled following the completed PCR process (see step 12).

3. Performance and Pay Planning.

If an employee (non-union and salaried union-represented) has three months or more performance history during the calendar year the following apply:

Performance

  • For a LOA that will extend over the Mid-year or Year-end evaluation period, performance to date should be documented in iConnect Performance. If possible, the employee should provide their manager with names of feedback providers prior to leaving on a planned LOA.
  • A Year-end performance evaluation and rating is required for all employees on LOA who are eligible for STIP.

Pay Planning

  • Merit: You will not plan merit changes for eligible employees who are on a LOA during the annual pay planning cycle. They are not included in the Merit budget in Rewards Connect. Instead, you will need to update the employee’s pay for any warranted merit pay change when s/he returns from leave after the Return from LOA PCR has been processed.
  • STIP/LTIP: If employees are eligible for STIP/LTIP during the pay planning cycle, the award(s) will be paid according to the regular annual pay planning schedule, even while on LOA. If the employee on leave has a year-end performance evaluation and rating in iConnect prior to annual pay planning cycle go-live, the Leader will plan award(s) per guidelines. Employees with less than 3 months of performance history or no year-end performance evaluation and rating will default to a predetermined company-wide individual modifier to determine the STIP award.

4. Review and verify your employee's request for leave of absence.

After the leave is requested by calling Sedgwick, you'll receive an email with details and specific action for you to take. You are responsible for reviewing and verifying the information in the email is correct and to take any action required.

If you receive a doctor's note or other documentation relating to your employee's absence, please contact Sedgwick at 1-855-732-8217 and follow their instructions on how to send the documentation to their attention.

If your employee voluntary discloses personal information about his or her health or the health of a family member and you feel they need additional support during the leave of absence process, contact the PG&E leave team at PGELeaveTeam@pge.com and we will reach out to the employee. Remember that for privacy reasons, you should not ask employees about their medical condition or the condition of their family. If they choose to share information with you, let them know that PG&E has resources that may assist them through challenging times.

5. Notify your timekeeper(s) of all leave of absence time taken.

You are responsible for notifying your timekeeper(s) of all time off taken under PG&E leave of absence provisions. If time is not recorded accurately and in a timely fashion, it could result in overpayment or underpayment of wages and benefits, as well as additional time off the employee is not entitled to under these provisions.

Company leaves are unpaid leaves. There is no pay designation to be made as your employee does not have the option to request paid time during an approved company leave.

6. Provide notification of the start of your employee's unpaid leave.

You are responsible for informing the PG&E Leave Team of your employee's first full unpaid day of absence in advance of the leave start date.

Company leaves are for unpaid absences more than 10 consecutive workdays and a Start Leave Without Pay action in SAP is needed. In order for the PG&E Leave Team to process this SAP action in a timely manner, notice of your employee's first unpaid day of absence by you is required.

7. During your employee's leave.

Connect with your employee periodically to check in on their status, how they're doing and intent to return to work.

If the job-protected portion of their leave has or will end prior to their return, keep your employee informed of the availability of their position upon their return to work.

Important: Do not ask your employee to perform work activities during their leave or ask them to return prior to their being ready and safe to do so.

8. Maintain confidentiality

Remember to keep confidentiality in mind at all times. Do not ask for details about an illness, diagnosis or injury. Do not share any confidential information your employee has disclosed to you with anyone else, except on a need to know basis. If you are unsure, please contact your HR Business Partner (note that you must be logged into the PG&E network in order to view this information).

9. Provide Sedgwick with all pertinent information if an extension of an absence is requested.

If your employee's need for leave changes and additional time off is needed, additional documentation may be required, depending on the reason for leave or extension. If your employee's Sedgwick leave specialist requires additional information relating to absences taken, past or current that relate to the employee's current leave, you'll be responsible for providing information requested.

10. Verify your employee is able to return from leave on or before the expiration date of their approved leave.

If your employee has not contacted you about returning to work or the need for additional time off prior to the expiration of their current approved leave, please reach out to your employee five business days prior to their scheduled return date to verify your employee is ready and able to return to work.

Employees must contact you and Sedgwick to request an extension prior to the expiration of their current leave.

If you are unable to reach your employee, please contact the PG&E Leave Team and/or your employee's Sedgwick leave specialist for possible alternative contact information.

See company personal, educational or political service leave webpage or contact your HR Business Partner for more information. For example, if the job-protected portion of your employee’s leave ended, your employee will need to discuss with you if their position has been filled and apply for jobs, if applicable, prior to their approved leave end date.

11. Help return your employee to work safely.

  • If restrictions or a reasonable accommodation are required to remain at work or return to work and you have questions, please email the Stay At Work/Return to Work Team or call 925-459-7270 to discuss possible reasonable accommodations
  • If your employee falls under a DOT classification and has been off work for greater than 30 days unpaid, please email DOT & Regulatory Compliance one week prior to your employee's scheduled return to work date in order to make the appropriate arrangements for a pre-duty testing.

12. Initiating a Personnel Change Request (PCR) at the end of an unpaid leave.

You are responsible for initiating the appropriate Return from Leave PCR when your employee returns to work.

  • Please ensure you reference the work schedule your employee will be returning to (even if it is the same schedule your employee had prior to his/her absence).
  • The Return from Leave PCR is found via PG&E@Work for Me > My Staff > Personnel Change Requests.
    • This should be completed two days prior to their return to work.
    • Until you complete this action, your employee:
      • Will not have their electronic access permissions re-enabled
      • Will not receive a regular paycheck.

13. Performance and pay planning upon return from LOA.

Performance

  • Three months or more performance history in the calendar year: Employees returning from LOA who missed the formal Mid-year or Year-end evaluation period should receive a formal performance review upon their return to work.
  • Less than three months performance history in the calendar year:Employees should not receive a performance evaluation at Mid-year or Year-end. However, goal setting and performance feedback is important.

Pay Planning

For employees returning from LOA, managers may submit an off-cycle increase (if applicable) after the Return from Leave PCR has been processed. The off-cycle increases are not managed as part of the annual rewards budget.

Please contact your HR Business Partner if you need further guidance.

LOA Frequently Asked Questions

What are the company pay policies to be adhered to?

Short-term Disability (for management, administrative & technical and ESC-represented employees):

If your employee is eligible under the STD policy, there are certain requirements for pay and time entries.

  • For health related absences more than 7 consecutive calendar days, capped sick time must be used and exhausted first. Continued use of Capped Sick time beyond 7 days cannot be recorded unless a STD claim has been filed and a Start STD has been completed in SAP.
  • Capped Sick time, if available, will be used during the 7 day waiting period, unless your employee has requested to use their Incidental Sick time. Once sick time is exhausted, an employee can choose to use other paid time or be unpaid.
  • If Capped Sick time is exhausted and a decision on your employee’s STD case has not been made by Sedgwick, an employee may choose to use vacation until the decision is made.
    • Once a decision is made and the STD is approved, the vacation pay will need to be reversed.
    • An employee exercising this option will likely incur an overpayment that will require repayment through the payroll department.
  • Once Capped Sick time exhausts and vacation is not being used, absences must be recorded using the applicable unpaid PFL absence code (pending-2040, approved-2041, denied-2042).
  • If the STD leave is denied and your employee has not returned to work, an End STD action will be completed in SAP. If your employee is using Capped Sick Time, continued use of Capped Sick will end as of the date the denial decision was made.

PG&E’s Paid Family Leave (for management, administrative & technical, ESC-represented and Corporation employees):

If your employee is eligible under the PG&E PFL policy, there are certain requirements for time entries.

  • If a decision on your employee’s PFL case has not been made by Sedgwick, an employee may choose to use vacation until the decision is made. An employee exercising this option will likely cause an overpayment for your employee that will require repayment through the payroll department.
  • If vacation is not being used, then absences must be recorded using the applicable unpaid PFL absence code (pending-2044, approved-2043, denied-2045).

Sick and family sick pay (for IBEW and SEIU-represented employees):

  • When an employee is absent due to his or her own medical condition (with the exception of pregnancy), all available sick pay is required to be used prior to an employee utilizing another pay type or being unpaid.
  • Sick pay can only be used for absences relating to an employee's own medical condition.
  • When an employee is absent due to the medical condition of a family member, family sick pay is required to be used effective your employee's first day off from work, when the absence is not protected under the California Family Rights Act (CFRA) or covered under California’s Paid Family Leave Insurance (CA PFL) benefits.

Vacation and floating holiday pay:

  • Vacation pay and floating holiday pay requested by your employee is subject to your approval or any scheduling provisions of an applicable collective bargaining agreement.
  • Do not record vacation or floating holiday pay without your employee's prior request to use it.

Continuous leaves:

  • Paid time cannot be used intermittently during a continuous leave of absence.
  • If your employee does not elect paid time during their continuous absence as specified on the pay information and designation form, their leave should be recorded as unpaid.
  • All time entries need to be made in advance of the payroll cycle to avoid potential overpayments.

If I have any time coding questions relating to my employees leave of absence, who should I contact?

You will continue to send questions to the PGELeaveteam@pge.com.

What is a serious health condition under FMLA and CFRA?

See the serious health conditions definitions for complete details. Below are some examples of conditions that would not ordinarily, unless complications arise, meet the definition and qualify as serious health conditions for Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) leaves:

  • The common cold
  • The flu
  • Ear aches
  • Upset stomach
  • Minor ulcers
  • Headaches other than migraine
  • Routine dental or orthodontia problems, periodontal disease, etc.

What are my employee's requirements to report intermittent absence days?

If your employee has an intermittent or reduced schedule leave, they are required to report any absence taken during a regular workday or mandatory overtime shift by:

  • Calling Sedgwick or submitting their absence in viaOne® Express.
  • Your employee must also follow your department guidelines for reporting all absences.
  • An unplanned absence for illness or care of a family member must be reported to Sedgwick the same day the absence occurs.
  • A planned absence for treatment or appointments must be reported to you and Sedgwick 30 days in advance or as soon as the timing is known. Your employee must make a reasonable effort and work with your supervisor to schedule these absences around business needs (i.e., during non-peak work days/hours, before or after work, etc.).

The above applies to all employees and if your employee fails to follow these steps, their time away may not be considered for protection under federal or state leave leave laws or eligible for benefit payments under the STD and PFL policies (when applicable, as not all intermittent leave qualifies under these policies).

How will I receive notification and decisions for intermittent absences reported to Sedgwick?

  • You’ll receive real time email notifications once your employee reports an intermittent absence.
  • You will not receive a separate notification of approval.
  • If the absence is pended awaiting additional information or denied, you will only receive an update within two days of the initial report of absence with the current status.

Where can I find more information on the leave of absence process and policies?

See the Leave of Absence page for more information.

If you're looking for information on Time Off policies—outside of a leave of absence (i.e., sick, vacation, etc.)—visit the Vacation, Holidays, Sick Time and Other Time Off page.