Vacation, Holidays, Sick Time and Other Time Off

We believe that you’re at your best when you’ve had time to relax and rejuvenate. Our time off policies provide a number of options to accommodate the various needs of our employees, including sick time off, vacation days and planned unpaid vacation days, company holidays, floating holidays and other time off for events such as jury duty, adoption and religious observances.

MANAGEMENT, ADMINISTRATIVE AND TECHNICAL (A&T) AND ESC-REPRESENTED EMPLOYEES

Vacation

Who is eligible?

All management, administrative and technical (A&T) full- and part-time employees begin accruing vacation upon their first day of work and are able to start using it once awarded.

All ESC-represented full-time, part-time and intermittent employees begin to accrue vacation time upon hire. New employees become eligible to take vacation upon completion of six months of service and upon attaining regular status.

Monthly, salaried ESC-represented employees are eligible to take vacation once accrued (in accordance with your labor agreement).

How you accrue vacation

You accrue vacation time each pay period. The amount you accrue is based on your work schedule and years of service with PG&E. It is calculated by multiplying your paid straight-time hours by the appropriate vacation accrual rate for your years of service.

  • For employees in management and salaried jobs, the accrual is capped at the hours you are scheduled to work.
  • For employees in A&T or hourly-paid jobs, all paid straight-time qualifies for vacation accrual.
  • Part-time and regular status intermittent employees accrue vacation time on a prorated basis.

During the first year of employment, you will earn up to 15 days (120 hours) of vacation depending on your date of hire. As a full-time employee, you are eligible to earn up to 120 hours per calendar year for the first eight years of service. Your accrual rate increases each January 1 of your 9th, 19th and 29th anniversary year of employment, as shown on the table below.

Length of service Number of vacation days (hours) you accrue Total maximum vacation allowance*
Up to 1 year 0–15 days (0–120 hours) 15 days (120 hours)
1–8 years 15 days (120 hours) 30 days (240 hours)
9–18 years 20 days (160 hours) 40 days (320 hours)
19–28 years 25 days (200 hours) 50 days (400 hours)
29 years or more 30 days (240 hours) 60 days (480 hours)
* Total maximum vacation allowance is the maximum number of vacation hours you have on record as of December 31 of any calendar year. The maximum is two times your annual vacation accrual rate.

Accrual during a period of unpaid leave, PG&E short-term disability (STD), PG&E paid family leave (PFL) or workers’ compensation (WC).

As a full-time employee, you accrue vacation at your same monthly rate during the first 240 cumulative hours of unpaid leave and the first 480 cumulative hours of absence from work in the calendar year while on STD or PFL, which begins your first day of absence and includes the absences recorded as Capped Sick time, if applicable.

  • If you are receiving workers’ compensation (WC) benefits, you accrue vacation on the first 880 cumulative hours of absence from work in a calendar year instead of the first 480 hours.
  • This accrual period does not restart when you move between leave statuses.
  • The accrual period during STD, PFL and WC does not restart by crossing into the following calendar year.
  • Once you’ve reached 240 hours of unpaid absence, 480 hours of STD or PFL absence, or 880 for WC absences, you do not start accruing again until you return to active work.
  • If you are a part-time employee, you accrue vacation at your same monthly rate during the first 12 weeks of STD and PFL or 6 weeks of unpaid leave. You do not accrue vacation during a WC absence.

Service anniversary vacation days

  • If you are a full-time employee, you will receive an additional 40 hours of vacation time in the calendar year in which you complete 25 years of service and every 5th year thereafter.
  • You must be on the active payroll, not be receiving benefits under PG&E’s Long-Term Disability Plan, and work in the year that service anniversary vacation is awarded.
  • Any service anniversary days not used in the calendar in year in which they are awarded will be deferred to the next year.
  • If you are a part-time management or A&T employee, you will receive a prorated service anniversary vacation award.
  • If you are a part-time or intermittent ESC-represented employee, you are not eligible for service anniversary vacation.

Scheduling and using vacation time

Vacation must be scheduled in advance, when possible, and approved by your supervisor. You can use only the vacation time you have been awarded.

Management and A&T employees: Your supervisor will make every effort to accommodate your request, but there may be a time when, based on work demands, you may be asked to reschedule your vacation plans.

  • If you are in a management job, you can use vacation time in half-day or full-day increments.
  • If you are in an A&T job, you can use vacation time in one-hour increments.

ESC-represented employees: Please see your labor agreement for complete details on scheduling your vacation and increments of vacation time that can be used. (Note that you must be logged into the PG&E network in order to view this information).

Deferring vacation time

PG&E encourages employees to take vacation time, but we understand that there may be times when you need to defer your vacation time to the following year. Therefore, at the end of each calendar year, all unused vacation days and floating holidays are automatically deferred to the following year. Keep in mind that the maximum vacation time balance (current and deferred) that you can have at the end of the calendar year is two times your current annual accrual rate. Unused vacation hours in excess of this maximum on December 31 will be paid out to you in February of the following year.

To learn more about vacation deferral, refer to the Vacation Program section of the Summary of Benefits Handbook.

Planned Unpaid Vacation Program

Who is eligible?

All management, administrative and technical (A&T), ESC-represented and PG&E Corporation employees are eligible to participate in this program.

In the Planned Unpaid Vacation (PUV) program, eligible employees can elect up to five extra vacation days per year; however, pre-tax payroll deductions will not be taken from paychecks. When you use a PUV, you will not be paid for that day.

PUV days provide the same benefit of electing additional vacation days – however, the timing of the deduction from your paycheck is different. Click here to see an example of how your paycheck will be affected.

How it works

  • During the annual Open Enrollment period in November, eligible employees can elect up to five additional PUV days through Mercer BenefitsCentral.
  • Your paycheck will not have any pre-tax payroll deductions for the PUV days you elect. When you use a PUV, you will not be paid for that day. To avoid a large reduction from one check, it’s recommended that you take one PUV day per pay period, and in conjunction with regular vacation days as necessary.
  • The PUV days you elect will be tracked in the My Time Off reports in PG&E@Work For Me. Your paycheck will only have reduced pay when you elect to use a PUV.
  • The PUV days must be taken in full-day increments, and used by December 31 in the calendar year for which they were elected.
  • You can request to use your elected PUV days any time during the year for which they were elected. You do not have to wait for them to accrue, and you can use them before using any of your current, deferred or service anniversary vacation time. However, whenever possible, PUV days must be scheduled in advance and approved by your supervisor.
  • When your elected PUV days are used, your paycheck will be deducted the amount of used PUV days. For example, if you use one PUV day during the workweek, your pay will be reduced by one full-day’s pay on your next paycheck.
  • To ensure that PUV balances are correct in My Time Off reports, you and your supervisor must promptly record your use of PUV days in the appropriate time reporting system. When recording your time, use the 2046–Planned Unpaid Vacation timecode. Failure to do this may result in incorrect paychecks and vacation balances.
  • Any PUV days not used by December 31 will be forfeited. Your pay will not be deducted for any unused PUV days.

For more information and rules about the planned unpaid vacation days, call the PG&E Benefits Service Center at 1-866-271-8144 or refer to the frequently asked questions.

Vacation Sale Policy

The purpose of a vacation sale is to help alleviate financial hardship resulting from a medical emergency or for donation to disaster relief efforts supported by the company.

Eligibility

All management, administrative and technical (A&T) employees are eligible to participate in this plan.

How it works

Vacation Sale to benefit a co-worker due to a medical emergency which resulted in a financial hardship

  • The employee or vacation sale coordinator submits an email request to the PG&E Leave Team for consideration
  • If the request meets the eligibility requirements, the PG&E Leave Team notifies Payroll and advises the vacation sale coordinator to proceed
  • Payroll processes the payment to the benefitting employee

Vacation Sale to benefit self, due to a medical emergency which resulted in a financial hardship

  • An employee submits an email request to the PG&E Leave Team for consideration
  • If the request meets the eligibility requirements, the PG&E Leave Team notifies Payroll and requests they process the payment

ESC-represented employees who are on regular payroll may sell vacation pursuant to a local Letter of Agreement and transfer the proceeds to another PG&E employee experiencing a medical emergency, or as otherwise agreed in a Letter of Agreement. Refer to the applicable collective bargaining agreement for additional information regarding this benefit.

For more information and rules about the vacation sale policy, see the Guidance document or the frequently asked questions. Please note you need to be logged into the PG&E network to view these documents.

For process questions please email the PG&E Leave Team or Payroll.

Holidays

2018 Holiday Schedule

New Year’s Day Monday, January 1, 2018
Martin Luther King, Jr. Day Monday, January 15, 2018
Presidents’ Day Monday, February 19, 2018
Memorial Day Monday, May 28, 2018
Independence Day Wednesday, July 4, 2018
Labor Day Monday, September 3, 2018
Veterans' Day Sunday, November 11, 2018
Observed on Monday, November 12, 2018
Thanksgiving Day Thursday, November 22, 2018
Friday After Thanksgiving Friday, November 23, 2018
Christmas Day Tuesday, December 25, 2018

Click here to add the Company Holidays to your Outlook calendar.

Eligibility

In general, you must be on a “paid” status to be eligible for holiday pay (for example, actively working or on sick leave, vacation or time off with permission with pay).

Management and A&T employees:

  • All full-time and part-time management and administrative and technical (A&T) employees are eligible for company holidays upon completing one day of employment with PG&E.
  • Interns are eligible for holidays if the holiday falls on their regularly-scheduled workday.

ESC-represented employees:

  • All Union-represented full-time, part-time and intermittent employees become eligible for company holidays after completing six months of service and upon attaining regular status.
  • Monthly, salaried employees are considered regular status upon date of hire for paid holidays.
  • If you are an intermittent Union-represented employee, you are only eligible for paid holidays that fall on a workday you are regularly scheduled to work (unless you are off work without permission).

Holiday pay

  • All full-time employees will see eight hours of holiday time posted to leave balance accounts (nonproductive time off) and shown on pay statements immediately prior to each of the 10 company holidays listed above. Part-time employees will see prorated hours based on their work schedule.
  • If a holiday falls on a non-workday other than Sunday, full-time employees will be allocated eight paid holiday hours (prorated for part-time employees) which are required to be used first, the next time an employee takes time off for Vacation or Floating Holiday purposes. These paid holiday hours cannot be used prior to the actual date of the holiday for which they were allocated. If the paid holiday hours are not used in the current year, they may be deferred to the following year.
  • Management employees working shifts in 24-hour/seven-day-a-week operations will also be allocated eight paid holiday hours.
  • Intermittent employees will be allocated paid holidays when regularly scheduled to work that day. Such holiday payment shall be in proportion to the amount of time which you would have worked on that day if it were not a holiday.
  • If an employee does not work on a holiday that falls on a workday, eight hours (or hours appropriate for the part-time schedule) will be deducted from nonproductive time off balances and will be paid for that holiday.
  • Additional rules may apply for employees who work an alternative schedule (nine-hour, 10-hour or 12-hour workday).

Pay for work performed on a holiday

  • Management employees: If you are required to work on a holiday, you will be allocated eight hours of paid holiday. Part-time employees will be allocated a prorated paid holiday based on work schedule.
  • Administrative and technical (A&T) employees:
    • If you work on a holiday, which occurs on a non-workday, you will receive overtime for the time worked on the holiday. You will also be allocated eight hours of paid holiday. Part-time employees will be allocated a prorated paid holiday based on work schedule.
    • If you work on a holiday which occurs on a regularly scheduled workday, you will receive paid time-and-a-half for hours worked in addition to eight hours of holiday pay at the straight-time rate. Part-time employees will be paid for prorated holiday time based on work schedule.
  • ESC-represented employees: If you are a non-salaried employee and work on a company holiday that falls on a workday, you will be paid overtime for hours worked and holiday pay. Some payment options may apply. To choose your payment option, complete and submit the Holiday Option Form. Consult your respective labor agreement or search for Letter Agreement 07-44 on the Labor Relations Library for more information (note: you need to be logged into the PG&E network to view this information).

More holiday information and rules

Floating Holidays

Eligibility

Managements and A&T employees: All full-time and part-time management and administrative and technical (A&T) employees become eligible for floating holidays upon completion of one day of employment with PG&E. Eligible employees are awarded 24 hours of Floating Holiday at the beginning of the calendar year.

ESC-represented employees: All Union-represented full-time, part-time and intermittent employees become eligible for floating holidays upon attaining regular status. 24 hours of floating holiday time is granted to each eligible employee every year in which the employee has worked.

How it works

  • You can use your floating holidays only on days that you are regularly scheduled to work.
  • If you are a full-time employee, you must use your floating holidays in eight-hour increments.
  • Management and A&T employees: If you are a full-time employee and you work a nine-hour alternate work schedule, you can take your floating holidays in hourly increments to make up the difference between an eight-hour company holiday and a regularly scheduled workday.
  • ESC-represented employees: Please refer to your union agreement for details on floating holiday pay for employees on alternate work schedules.
  • If you are a part-time employee, you will receive eight hours of pay whenever you use a floating holiday regardless of how many hours you are actually scheduled to work on the day the floating holiday is taken. For example, if you are scheduled to work four hours on the day you take a floating holiday, you will be paid eight hours of floating holiday pay for that day.
  • Floating holidays unused by December 31 will be converted to vacation days and carried over to the following year.
  • Unused floating holidays are paid out upon termination of employment.

For more information and rules for floating holidays, refer to the Summary of Benefits Handbook.

Sick Time

PG&E depends on your regular attendance at work. However, we recognize that there are instances during which you might have to miss work due to illness or injury, attend medical appointments or care for an ill family member.

You may take sick time when you need time off from work because your illness or injury does not qualify as an industrial injury under the terms of workers’ compensation. If you have a workers’ compensation claim on delayed status, you may use incidental sick time to cover the time off (after your capped sick time is exhausted). There are two Sick time policies, Incidental Sick time and Capped Sick time for eligible employees.

Incidental Sick Time

Who is eligible?

  • If you are a management, administrative & technical (A&T), or ESC-represented employee, you become eligible for sick leave upon completion of one day of employment.
  • If you are an intern, hiring hall, temporary or intermittent employee who has not attained regular status, please see information here about your sick pay policy. The following information on how individual sick and family sick leave work does not apply to you.

How it Works

You take Incidental Sick time when you need time off from work for occasional absences (including time to attend a medical appointment) because of an illness or injury that does not qualify under the Short-Term Disability policy (typically, a disabling event that causes an absence of greater than 7 consecutive calendar days) or an industrial injury under the terms of workers’ compensation. A portion of your Incidental Sick time can also be used to care for an eligible family member, as described later in this Sick time section.

  • You may need to follow the leave of absence process when using your Incidental Sick time. For example, if you are out of work for more than three consecutive days, or you have a chronic condition in which a leave may be needed intermittently, you need to follow the leave of absence process and contact the leave and disability administrator, Sedgwick.
  • If your absence is more than seven consecutive calendar days, your absence must be supported by medical certification and meet the definition of disabled under the short-term disability policy.
    • Your Capped Sick time must be used, if available, and you will need to follow the short-term disability process and contact the leave and disability administrator, Sedgwick.
  • The use of any sick time runs concurrently with, and does not extend the maximum period of leave to which you may be entitled under the following: the California Family Rights Act (CFRA), the Family and Medical Leave Act (FMLA), the California Pregnancy Disability Leave (PDL) or a similar local or state leave law.

How you accrue Incidental Sick time

  • Full-time employees may accrue up to 8 hours per month and up to 96 hours of sick time each year.
  • Unused Incidental Sick time carries over to the following month up to a maximum of 96 hours. If your Incidental Sick time bank falls below the maximum of 96 hours, then you’ll accrue up to 8 hours of sick time on the 1st day of the next calendar month. However, in no event will you accrue sick time so that your bank exceeds 96 hours.
  • Part-time employees can accrue Incidental Sick time on a prorated basis based on your percentage to full time schedule (as described below).
  • Regular Intermittent employees can accrue on a prorated basis based on hours worked (as described below).

Example of full-time Incidental Sick time accrual:

You have 96 hours of sick time on January 1 2018 and take 16 hours of sick time in March 2018, such that as of the end of March, your Incidental Sick time bank has dropped to 80 hours. On April 1, 2018 you will restart Incidental Sick time accrual and receive eight hours of Incidental Sick time. Your new Incidental Sick time bank balance will be 88 hours.

You will accrue an additional 8 hours on May 1. If you did not take any sick time in April, you will be back to the maximum Incidental Sick time Bank cap of 96 hours. You will not accrue additional sick time in June, since you are already at the maximum accrual.

Part-Time employees:

  • You will accrue Incidental Sick time at a rate proportional to the full-time equivalent of eight hours per month.
  • The proration is based on your part-time work schedule in effect on the first calendar day of each month.
  • Your maximum bank would be the proportional 96 hour equivalent.
  • If your Incidental Sick time bank falls below the maximum, then you’ll accrue sick time on the 1st day of the next calendar month. However, in no event will you accrue sick time so that your bank exceeds your maximum bank.

Example of part-time Incidental Sick time accrual:

You work a 50% to full-time schedule and have 48 hours of sick time on January 1, 2018. You take eight hours of sick time in March 2018. At the end of March, your Incidental Sick time bank has dropped to 40 hours. On April 1, 2018 you will restart Incidental Sick time accrual and receive four hours of Incidental Sick time. Your new Incidental Sick time bank balance will be 44 hours.

You will accrue an additional four hours on May 1. If you did not take any sick time in April, you will be back to the maximum Incidental Sick time bank cap of 48 hours. You will not accrue additional sick time in June, since you are already at the maximum accrual.

Regular Intermittent employees:

  • You will accrue Incidental Sick time at a rate proportional to the full-time equivalent of eight hours per month.
  • The proration is based on the number of actual hours you worked in the previous year compared to 2,080 work hours. This amount will be calculated on January 1st of each year and will determine your monthly accrual for the year.
  • Your actual hours worked include paid sick leave, vacation, workers’ compensation of less than 880 cumulative hours in a calendar year, and leaves of absence with pay (PFL and STD are excluded from this category).

Accrual during a period of PG&E short-term disability (STD), PG&E paid family leave (PFL) or workers’ compensation (WC)

As a full-time employee, you continue to accrue Incidental Sick time at your same monthly rate during the first 480 cumulative hours of absence from work in the calendar year while on STD or PFL, which begins your first day of absence and includes the absences recorded as Capped Sick time, if applicable.

  • If you are receiving workers’ compensation (WC) benefits, you accrue Incidental Sick time on the first 880 cumulative hours of absence from work in a calendar year instead of the first 480 hours.
  • This accrual period does not restart by moving between leave statuses or crossing into the following calendar year.
  • Once you’ve reached the 480 hours of absence (or 880 for WC absences), you do not start accruing again until you return to active work.
  • If you are a part-time employee, you accrue Incidental Sick time at your same monthly rate during the first 12 weeks of STD and PFL absence. You do not accrue Incidental Sick time during an unpaid leave or WC absence.

Using your Incidental Sick time

  • Unless you elect otherwise, you must use and exhaust your Incidental Sick time before using Capped Sick time for absences less than seven consecutive calendar days.
  • If you do not have any Capped Sick time available, Incidental Sick time will be used to cover the Short-Term Disability (STD) waiting period.
  • For example: if you have 2 days of Capped Sick time available, these 2 days would be used plus 3 days of Incidental Sick time to cover the STD waiting period.
  • Sick time is recorded in 15 minute increments. However, your sick time will be charged (reduced) in the following increments:
    • Salaried (Monthly-paid) employees: four-hour increments and then hourly thereafter
    • Hourly-paid employees: in 30 minute increments

Capped Sick time

If you have a Capped Sick time balance at the end of the year, it will be carried over to the following year. The maximum amount of Capped Sick time balance is 1040 hours

You take Capped Sick time when you need time off from work for more than seven consecutive calendar days because of your illness or injury that does not qualify as an industrial injury under the terms of workers’ compensation.

The use of any sick time does not extend the maximum period of leave to which you may be entitled under the California Family Rights Act (CFRA), the Family and Medical Leave Act (FMLA), the California Pregnancy Disability Leave (PDL) or a similar local or state leave law.

Using your Capped Sick time

  • You must use Capped Sick time for absences that exceed or are expected to exceed seven consecutive calendar days and apply for PG&E's Short Term Disability (STD) benefits with the leave and disability administrator. (Capped Sick time over 7 calendar days falls under the STD policy.)
    • Medical certification is required.
  • You must meet the definition of disabled under PG&E’s STD Policy and follow the STD process in order to continue to use Capped Sick time beyond 7 calendar days.
  • You may choose to use Capped Sick time (versus Incidental Sick time) for absences of less than seven consecutive calendar days.
  • You must exhaust all Capped Sick time before you are eligible to receive Wage Continuation benefits under PG&E’s STD policy or Voluntary Disability Insurance (VDI) benefits.
  • Capped Sick time will be used during the STD waiting period, unless you’ve requested to use Incidental Sick time. If no Capped Sick time is available, Incidental Sick time will be used.
  • Sick time is recorded in 15 minute increments. However, your sick time banks will be charged (reduced) in the following increments:
    • Salaried (Monthly-paid) employees: four-hour increments and then hourly thereafter.
    • Hourly-paid employees: in 30 minute increments.

Additional Information

If you are eligible under the PG&E Retiree Medical Plan, 25% of any unused Capped Sick time upon retirement will be converted into a Retiree Health Reimbursement Account (RHRA).

  • The value of the remaining Capped Sick Leave bank is determined by the employee’s Basic Wage Rate on the date of retirement. Basic Wage Rate for this purpose means the hourly equivalent of an employee’s regular pay on the date of retirement excluding overtime, premium pay, bonuses, upgrades or other pay.
  • In order to receive this RHRA credit, the employee must be qualified for retiree medical as defined under the Company’s Retiree Medical Plan.
  • Capped Sick time will not be paid out at termination under any other circumstance.

Family sick leave

You can use up to 50% of your annual Incidental Sick time accrual per year to care for an eligible family member with a medical condition; for preventive care; for obtaining professional diagnosis or treatment of an existing health condition in accordance with the California Sick Leave law.

Eligible family member

An eligible family member of a Management and A&T employee is defined as a biological, foster, or adopted child, a stepchild, a legal ward, child of a registered domestic partner or child to whom you stand in loco parentis; a biological, adoptive, or foster parent, step parent, parent-in-law or legal guardian of an employee, or a person who stood in loco parentis to you when you were a minor; spouse or registered domestic partner; grandparent; grandchild; or sibling.

An eligible family member of an ESC-represented employee is defined as a spouse, domestic partner, parent, child, parent-in-law, grandparent, grandchild, or sibling.

How it works

  • Full- and part-time employees with an Incidental Sick time bank are eligible.
  • The paid sick time must be available in order to be used. For example, if you are a full-time employee who accrues 96 hours of Incidental Sick time each year, you can use up to 48 of those hours to attend to family illnesses, if the time has not already been exhausted for your own illness.
  • The maximum amount of family sick leave to be used in any calendar year is an equivalent of 50% of what you would accrue annually. Meaning, if you’ve carried over 96 hours of sick leave from the prior year and then use and accrue sick leave hours throughout the year, you are eligible to use up to 48 hours total as family sick leave during the current calendar year.
  • If you are using Family Sick leave, you are not eligible to receive PG&E’s Paid Family Leave Wage Continuation benefits.
  • All standard conditions that currently govern Incidental Sick time usage by employees will apply to paid family sick leave.
  • The use of family sick leave does not extend the maximum period of leave to which the employee may be entitled under the California Family Rights Act (CFRA) or the Family and Medical Leave Act (FMLA).

San Francisco, Oakland, Emeryville, and Berkeley Sick Leave Ordinance

  • If you are a management or A&T employee, including interns, who works in the city or county of San Francisco, and the cities of Oakland, Emeryville and Berkeley, you are entitled to use up to 72 hours per calendar year of your annual paid sick leave to care for a family member or for a “designated person” that you have registered with PG&E. The ordinance has an expanded definition of “family member” that includes sibling, grandparent, grandchild, legal guardian or ward from biological relationships, step-relationships and foster care. Under the Emeryville Ordinance, Family sick leave may also be used to provide care for a guide dog, signal dog, or service dog of the employee.
  • To register your “designated person” with the company, complete and submit a Sick Leave Designation Form.
  • For more information on the San Francisco, Oakland, Emeryville and Berkeley Sick Leave policy, click here.

More sick time information and rules

  • Refer to the Disability Plans section of the Summary of Benefits Handbook.
  • Go to the Leaves of Absence section for more information about what you need to know and do if you take a leave of absence.

Other time off

Adoption

PG&E provides up to one full day (eight hours) of time off with pay for court appearances in connection with a child adoption proceeding. In addition, to help pay for adoption-related expenses, PG&E offers an adoption assistance benefit of up to $2,000 for each child you adopt.

Management and A&T employees: All employees who have completed at least six continuous months of service with the company are eligible for adoption time off. If you have not completed six months of continuous service, you may be granted time off without pay or you may elect to use your unused accrued vacation, floating holidays or PUV, if applicable.

ESC-represented employees: If you are a regular-status employee, you are eligible for adoption time off. If you are not a regular-status employee, you may be granted time off without pay.

See the Adoption Resources section for more information about the adoption process.

Jury duty

PG&E recognizes jury duty as an important civic duty.

Management and A&T employees: All employees who have completed at least six continuous months of service with PG&E are eligible for jury duty time off with pay. If you have not completed six months of continuous service, you may be granted time off without pay or you may elect to use your accrued vacation or paid time off (PG&E Corporation employees). Part-time employees will be granted time off with pay for the number of hours you are scheduled to work during the basic workday and work week.

ESC-represented employees: If you are a regular-status employee, you are eligible for jury duty time off with pay. If you are not a regular-status employee, you may be granted time off without pay. Part-time employees will be granted time off with pay for the number of hours you are scheduled to work during the basic workday and work week.

If you are called for jury duty:

  • Tell your supervisor on the workday following receipt of notice that you are required to report for jury duty service (you may be required to provide receipt of such notice to your supervisor).
  • Report to work on non-court days (you may be required to provide updates on the trial schedules and court appearances).
  • Return to work if the dismissal from court occurs on your regular workday and the time allows you to work two hours or more before the conclusion of your regular work schedule.

Funerals

You may be granted time off with pay, up to a maximum of three days, if a member of your immediate family dies. You are eligible for time off with pay if you are a management or administrative and technical (A&T) employee and have completed six consecutive months of service. You are eligible for time off with pay if you are a regular-status ESC-represented employee. An “immediate family member” is defined as:

  • your spouse or registered domestic partner;
  • your child (including step-children, children of your registered domestic partner, foster children or children for whom you have been appointed legal guardianship);
  • your parent (including foster parents, step-parents, parents-in-law or parents of your registered domestic partner);
  • your brother or sister (including half-, step- and foster brothers and sisters and for Management and A&T employees only, brothers- and, sisters-in-law);
  • your grandparent or grandparent-in-law, or those of your registered domestic partner;
  • your grandchild;
  • your son-in-law or daughter-in-law;
  • your uncle or aunt; or
  • a person who was a member of your immediate household at the time of his or her death.

You may request to use vacation/PTO or floating holidays, or PUV days, if applicable, to extend your funeral leave beyond the three days provided for or request personal time off without pay for the time needed.

You may also request up to one full day off to attend the funeral of any other person to whom you may be reasonably deemed to owe respect.

Management and A&T employees: If you have not completed six months of continuous service, you may be granted time off without pay or you may elect to use your vacation/PTO, floating holidays or PUV days, if applicable.

ESC-represented employees: If you are not a regular-status employee, you may be granted time off without pay.

Voting

If you do not have sufficient time outside of working hours to vote, you are entitled to paid time off, up to two hours if needed, to vote. You must notify your supervisor in advance of the election day if you wish to take this additional time off. Any approved time off will be taken either at the beginning or the end of your workday, whichever allows you the most time to vote.

Religious observance

Requests for time off for religious observance should be approved unless there are overriding operational needs. Because our employee population is comprised of various faiths, employees may request and be granted one occasion of up to four hours of paid time off per calendar year for the purpose of religious observance. Please review the policy for additional information.

For additional time off information and rules, refer to the Summary of Benefits Handbook.

IBEW AND SEIU-REPRESENTED EMPLOYEES

Vacation

Eligibility

  • All Union-represented full-time, part-time and intermittent employees begin to accrue vacation time upon hire; new employees become eligible to take vacation upon completion of six months of service and upon attaining regular status.
  • Part-time and intermittent employees accrue vacation time on a prorated basis.

How you accrue your annual vacation

You accrue vacation time each pay period. The amount of vacation time you accrue is calculated by multiplying your paid straight-time hours by the appropriate accrual rate for your years of service. In your first year of employment, you will accrue up to 10 days (80 hours) of vacation depending on your date of hire. As a full-time employee, you are eligible to accrue up to 80 hours per calendar year for the first four years of service. Your accrual rate increases each January 1 of your 5th, 15th, 21st and 29th anniversary year of employment, as shown on the table below.

Length of service Number of vacation days (hours) you accrue Total maximum vacation allowance*
Up to 1 year 1–10 days (8–80 hours) n/a
1–4 years 10 days (80 hours) 20 days (160 hours)
5–14 years 15 days (120 hours) 30 days (240 hours)
15-20 years 20 days (160 hours) 40 days (320 hours)
21–28 years 25 days (200 hours) 50 days (400 hours)
29 years or more 30 days (240 hours) 60 days (480 hours)
* Total maximum vacation allowance is the maximum number of vacation hours you can have on record as of December 31 of any calendar year. The maximum is two times your annual vacation accrual rate

Service anniversary vacation days

  • If you are a full-time Union-represented employee, you will receive an additional 40 hours of vacation time in your 5th calendar year of service and every 5th calendar year thereafter.
  • Any service anniversary days not used in the calendar in year in which they are awarded will be deferred to the next year.
  • You must be on the active payroll, not be receiving benefits under PG&E's Long-Term Disability Plan and work in the year that service anniversary vacation is awarded.
  • Union-represented intermittent employees are not eligible for service anniversary vacation. If you are a part-time employee, refer to your particular bargaining agreement for provisions regarding eligibility for service anniversary vacation.

Sick leave bonus vacation time

  • If you are a full-time Union-represented employee, for each of the first five calendar years that you use 40 hours or less of paid or unpaid sick leave, you will receive eight hours of additional vacation time in the next year. In the 10th year of service and every five years thereafter, you may qualify for up to 40 hours of additional vacation time based on your sick leave usage.
  • You must be on the active payroll, not be receiving benefits under PG&E's Long-Term Disability Plan and work in the year that sick leave bonus vacation is awarded.
  • You must have completed one year of service to qualify for sick leave bonus vacation.
  • Part-time and intermittent employees should refer to their particular bargaining agreements for provisions regarding eligibility for sick leave bonus vacation awards.

Scheduling and using vacation time

Vacation time must be scheduled in advance, when possible, and approved by your supervisor. See your particular labor agreement (note that you must be logged into the PG&E network in order to view this information) for complete details on scheduling your vacation and increments of vacation time that can be used. You can only use the vacation time you have been awarded.

Deferring vacation time

PG&E encourages employees to take vacation time, but we understand that there may be times when you need to defer your vacation time to the following year. Therefore, at the end of each calendar year, all unused vacation days are automatically deferred to the following year. Keep in mind that the maximum vacation time balance (current and deferred) which you can have at the end of the calendar year is two times your current annual accrual rate. Unused vacation hours in excess of this maximum on December 31 will be paid out to you in February of the following year. Additional rules may apply to vacation deferral.

Vacation Sale

PG&E Utility Represented employees who are on regular payroll may sell vacation pursuant to a local Letter of Agreement and transfer the proceeds to another PG&E employee experiencing a medical emergency, or as otherwise agreed in a Letter of Agreement. Refer to the applicable collective bargaining agreement for additional information regarding this benefit.

Per Letter Agreement 95-105-PGE, IBEW Local 1245, represented employees who are on Workers’ Compensation or medical leave of absence AND have elected to go into outside rehabilitation or Long-term Disability, may sell vacation to alleviate their own financial hardship. This is the only case not requiring a local letter of agreement.

Vacation Sale for Medical Emergency policy can be found here.

For more vacation information and rules, refer to the Summary of Benefits Handbook.

Holidays

2018 Holiday Schedule

New Year’s Day Monday, January 1, 2018
Martin Luther King, Jr. Day Monday, January 15, 2018
Presidents’ Day Monday, February 19, 2018
Memorial Day Monday, May 28, 2018
Independence Day Wednesday, July 4, 2018
Labor Day Monday, September 3, 2018
Veterans' Day Sunday, November 11, 2018
Observed on Monday, November 12, 2018
Thanksgiving Day Thursday, November 22, 2018
Friday After Thanksgiving Friday, November 23, 2018
Christmas Day Tuesday, December 25, 2018

Click here to add the Company Holidays to your Outlook calendar.

Eligibility

  • All Union-represented full-time, part-time and intermittent employees become eligible for company holidays after completing six months of service and upon attaining regular status.
  • If you are an intermittent Union-represented employee, you are only eligible for paid holidays that fall on a workday you are regularly scheduled to work.
  • In general, once you are eligible, you must be on a "paid" status to be eligible for holiday pay (for example, actively working or on sick leave, or vacation, or time off with permission with pay).

Holiday pay

  • All full-time employees will see eight hours of holiday time posted to leave balance accounts (nonproductive time off) and shown on pay statements immediately prior to each of the 10 company holidays listed above. Part-time employees will see prorated hours based on their work schedule.
  • If a holiday falls on a non-workday other than Sunday, full-time employees will be allocated eight paid holiday hours (prorated for part-time employees) which shall be scheduled in conjunction with your next scheduled/approved vacation. These paid holiday hours cannot be used prior to the actual date of the holiday for which they were allocated. If the paid holiday hours are not used in the current year, they may be deferred to the following year.
  • If you are an intermittent employee, you will be allocated paid holidays when regularly scheduled to work that day. Such holiday payment shall be in proportion to the amount of time which you would have worked on that day if it were not a holiday.
  • If an employee does not work on a holiday that falls on a workday, eight hours (or hours appropriate for the part-time schedule) will be deducted from nonproductive time off balances and will be paid for that holiday.
  • Additional rules may apply for employees who work an alternative schedule (nine-hour, 10-hour or 12-hour workday).

Pay for work performed on a holiday

If you work on a company holiday that falls on a workday, you will be paid overtime for hours worked and holiday pay. Some payment options may apply. To choose your payment option, complete and submit the Holiday Option Form. Consult your respective labor agreement or search for Letter Agreement 07-44 on the Labor Relations Library for more information (note that you must be logged into the PG&E network in order to view this information).

For more holiday information and rules, refer to the Labor Contracts & Agreements page (note that you must be logged into the PG&E network in order to view this information) or the Summary of Benefits Handbook.

Floating holidays

Who is eligible

All Union-represented full-time, part-time and intermittent employees become eligible for floating holidays upon attaining regular status. Eligible employees are awarded 24 hours of Floating Holiday at the beginning of the calendar year.

How it works

  • You can use your floating holidays only on days that you are regularly scheduled to work.
  • If you are a full-time Union-represented employee, you must use your floating holidays in eight-hour increments.
  • Please refer to your union agreement for details on floating holiday pay for employees on alternate work schedules.
  • If you are a part-time Union-represented employee, you will receive eight hours of pay whenever you use a floating holiday regardless of how many hours you are actually scheduled to work on the day the floating holiday is taken. For example, if you are scheduled to work four hours on the day you take a floating holiday, you will be paid eight hours floating holiday pay for that day.
  • Floating holidays unused by December 31 will be converted to vacation days and carried over to the following year.
  • Unused floating holidays are paid out upon termination of employment or employee lay off.

For more floating holiday information and rules, refer to the Labor Contracts & Agreements page (note that you must be logged into the PG&E network in order to view this information) or the Summary of Benefits Handbook.

Sick Pay

Eligibility

  • If you are a Union-represented employee, you become eligible for sick pay after completing one year of service and upon attaining regular status.
  • If you are a hiring hall, temporary additional, intermittent employee who has not gained regular status please see information here about the sick pay policy that applies to you. The following information on how sick and family sick leave work does not apply to you.

How it works

You take sick leave when you need time off from work because of your illness or injury that does not qualify as an industrial injury under the terms of workers’ compensation.

  • Full-time employees receive 80 hours of sick pay each year. Unused sick pay carries over to the following year up to a total of 640 hours. You may also qualify for additional sick pay hours when you attain 10 and 20 years of service; however, the maximum sick pay balance you can have at any given time is 1,040 hours.
  • If you are a part-time employee, you receive prorated sick pay based on the number of hours you work.
  • You must work in the calendar year to receive and use the annual allowance of current sick pay.
  • You may need to follow the leave of absence process when using your sick pay. However, the use of sick pay does not extend the maximum period of leave to which you may be entitled under the California Family Rights Act (CFRA), the Family and Medical Leave Act (FMLA) or the California Pregnancy Disability Leave (PDL).

Additional sick pay

In addition to the regular sick pay allotment, you may qualify for additional paid sick pay based on your sick pay usage.

  • You may qualify for an additional 160 hours of sick pay in the tenth calendar year of service with PG&E and every calendar year thereafter. Your eligibility for the additional sick pay award is determined by your sick pay usage over the previous eight years. You may also qualify for an additional 160 hours (on top of the first 160-hour bonus at 10 years of service) beginning in your twentieth year of service. Your maximum annual sick pay allowance will not exceed 1,040 hours.
  • Part-time employees can qualify for a prorated additional sick pay allotment.

Family sick leave

IBEW-Represented Employees: You can use up to 50% of your annual sick pay allotment and 50% of the additional sick time hours after 10 (or 20) years of service per year to attend to care for an eligible family member with a medical condition; for preventive care; for obtaining professional diagnosis or treatment of an existing health condition in accordance with the California Sick Leave law. An eligible family member is defined as a spouse, domestic partner, parent, child, parent-in-law, grandparent, grandchild, or sibling.

The annual current sick pay allotment does not include sick pay that may have been accrued and carried over from previous years.

  • Full-time and part-time employees are eligible.
  • The paid sick time must be available in order to be used. For example, if you are a full-time employee who receives 80 hours of sick pay each year, you can use up to 40 of those hours to attend to family illnesses, if the time has not already been exhausted for your own illness.
  • A full-time employee who is eligible for the 160 (or 320) hours of additional sick time after 10 (or 20) years of service is allowed to use up to 80 (or 160) hours of the 160 (or 320) hours of additional sick time in the calendar year to attend to family illnesses as long as a total of 80 (or 160) hours of additional sick time is available.
  • All standard conditions which currently govern sick leave usage by employees will apply to paid family sick leave. The use of family sick leave does not extend the maximum period of leave to which the employee may be entitled under the California Family Rights Act (CFRA) or the Family and Medical Leave Act (FMLA).

More sick time information and rules

  • Refer to the Labor Contracts & Agreements page (note that you must be logged into the PG&E network in order to view this information) or the Sick Leave and Disability section of the Summary of Benefits Handbook.
  • Go to the Leave of Absence section for more information about what you need to know and do if you take a leave of absence.

Other time off

Adoption

PG&E provides up to one full day (eight hours) of time off with pay for court appearances in connection with a child adoption proceeding. In addition, to help pay for adoption-related expenses, PG&E offers an adoption assistance benefit of up to $2,000 for each child you adopt.

If you are a regular-status employee, you are eligible for adoption time off. If you are not a regular-status employee, you may be granted time off without pay.

Jury duty

PG&E recognizes jury duty as an important civic duty. If you are a regular-status employee, you are eligible for jury duty time off with pay. If you are not a regular-status employee, you may be granted time off without pay. Part-time employees will be granted time off with pay for the number of hours you are scheduled to work during the basic workday and work week.

If you are called for jury duty:

  • Tell your supervisor on the workday following receipt of notice that you are required to report for jury duty service (you may be required to provide receipt of such notice to your supervisor).
  • Report to work on non-court days (you may be required to provide updates on the trial schedules and court appearances).
  • Return to work if the dismissal from court occurs on your regular workday and the time allows you to work two hours or more before the conclusion of your regular work schedule.

Funerals

You may be granted time off with pay, up to a maximum of three days, if a member of your immediate family dies. You are eligible for time off with pay if you are a regular-status employee. An “immediate family member” is defined as:

  • your spouse or registered domestic partner;
  • your child (including step-children, children of your registered domestic partner, foster children or children for whom you have been appointed legal guardianship);
  • your parent (including foster parents, step-parents, parents-in-law or parents of your registered domestic partner);
  • your brother or sister (including half-, step- and foster brothers and sisters);
  • your grandparent or grandparent-in-law, or those of your registered domestic partner;
  • your grandchild;
  • your son-in-law or daughter-in-law;
  • your uncle or aunt; or
  • a person who was a member of your immediate household at the time of his or her death.

You may request to use vacation or floating holidays, if applicable, to extend your funeral leave beyond the three days provided for, or request personal time off without pay for the time needed.

You may also request up to one full day off to attend the funeral of any other person to whom you may be reasonably deemed to owe respect.

If you are not a regular-status employee, you may be granted time off without pay.

Voting

If you do not have sufficient time outside of working hours to vote, you are entitled to paid time off, up to two hours if needed, to vote. You must notify your supervisor in advance of the election day if you wish to take this additional time off. Any approved time off will be taken either at the beginning or the end of your workday, whichever allows you the most time to vote.

Religious observance

Requests for time off for religious observance should be approved unless there are overriding operational needs. Because our employee population is comprised of various faiths, employees may request and be granted one occasion of up to four hours of paid time off per calendar year for the purpose of religious observance. Please review the policy for additional information.

For additional time off information and rules, refer to the Labor Relations page (note that you must be logged into the PG&E network in order to view this information) or the Summary of Benefits Handbook.

Corporation employees

Planned Unpaid Vacation Program

Eligibility

All management, administrative and technical (A&T), ESC-represented and PG&E Corporation employees are eligible to participate in this program.

In the Planned Unpaid Vacation (PUV) program, eligible employees can elect up to five extra vacation days per year; however, pre-tax payroll deductions will not be taken from paychecks. When you use a PUV, you will not be paid for that day.

PUV days provide the same benefit of electing additional vacation days – however, the timing of the deduction from your paycheck is different. Click here to see an example of how your paycheck will be affected.

How it works

  • During the annual Open Enrollment period in November, eligible employees can elect up to five additional PUV days through Mercer BenefitsCentral.
  • Your paycheck will not have any pre-tax payroll deductions for the PUV days you elect. When you use a PUV, you will not be paid for that day. To avoid a large reduction from one check, it’s recommended that you take one PUV day per pay period, and in conjunction with regular vacation days as necessary.
  • The PUV days you elect will be tracked in the My Time Off reports in PG&E@Work For Me. Your paycheck will only have reduced pay when you elect to use a PUV.
  • The PUV days must be taken in full-day increments, and used by December 31 in the calendar year for which they were elected.
  • You can request to use your elected PUV days any time during the year for which they were elected. You do not have to wait for them to accrue, and you can use them before using any of your current, deferred or service anniversary vacation time. However, whenever possible, PUV days must be scheduled in advance and approved by your supervisor.
  • When your elected PUV days are used, your paycheck will be deducted the amount of used PUV days. For example, if you use one PUV day during the workweek, your pay will be reduced by one full-day’s pay on your next paycheck.
  • To ensure that PUV balances are correct in My Time Off reports, you and your supervisor must promptly record your use of PUV days in the appropriate time reporting system. When recording your time, use the 2046–Planned Unpaid Vacation timecode. Failure to do this may result in incorrect paychecks and vacation balances.

Any PUV days not used by December 31 will be forfeited. Your pay will not be deducted for any unused PUV days. For more information and rules about the planned unpaid vacation days, call the PG&E Benefits Service Center at 1-866-271-8144 or refer to the frequently asked questions.

Holidays

2018 Holiday Schedule

New Year’s Day Monday, January 1, 2018
Martin Luther King, Jr. Day Monday, January 15, 2018
Presidents’ Day Monday, February 19, 2018
Memorial Day Monday, May 28, 2018
Independence Day Wednesday, July 4, 2018
Labor Day Monday, September 3, 2018
Veterans' Day Sunday, November 11, 2018
Observed on Monday, November 12, 2018
Thanksgiving Day Thursday, November 22, 2018
Friday After Thanksgiving Friday, November 23, 2018
Christmas Day Tuesday, December 25, 2018

Click here to add the Company Holidays to your Outlook calendar.

Eligibility

  • All full-time and part-time non-Union-represented employees are eligible for company holidays upon completing one day of employment with PG&E.
  • If you are a part-time employee, you are only eligible for paid holidays that fall on a workday you are regularly scheduled to work.
  • In general, you must be on a “paid” status to be eligible for holiday pay (for example, actively working or on sick leave, PTO, or time off with permission with pay).

Holiday pay

  • All full-time employees will see eight hours of holiday time posted to leave balance accounts (nonproductive time off) and shown on pay statements immediately prior to each of the 10 company holidays listed above. Part-time employees will see prorated hours based on their work schedule. (If a holiday falls on a nonscheduled workday, PG&E Corporation employees will see holiday time posted as an “in lieu of” holiday to be used at a later date.)
  • If a holiday falls on a non-workday other than Sunday, full-time employees will be allocated eight paid holiday hours (prorated for part-time employees) immediately before the holiday has occurred (PG&E Corporation employees receive an “in lieu of” day). These paid holiday hours are required to be used the next time the employee takes a PTO day off. If the “in lieu of” hours are not used in the current year, they may be deferred to the following year.
  • If an employee does not work on a holiday that falls on a workday, eight hours (or hours appropriate for the part-time schedule) will be deducted from nonproductive time off balances and will be paid for that holiday.
  • Additional rules may apply for employees who work an alternative schedule (nine-hour, 10-hour or 12-hour workday).

Pay for work performed on a holiday

  • Management employees: If you are required to work on a holiday, and you are not covered by the overtime policies for management employees, you will be allocated eight hours of paid holiday. Check with your supervisor to find out if the overtime policy applies to you. Part-time employees will be allocated a prorated paid holiday based on work schedule.
  • Administrative and technical (A&T) employees:
    • If you work on a holiday, which occurs on a non-workday, you will receive overtime for the time worked on the holiday. You will also be allocated eight hours of paid holiday. Part-time employees will be allocated a prorated paid holiday based on work schedule.
    • If you work on a holiday which occurs on a regularly scheduled workday, you will receive paid time-and-a-half for hours worked in addition to eight hours of holiday pay at the straight-time rate. Part-time employees will be paid for prorated holiday time based on work schedule.

Floating Holidays

Eligibility

All full-time and part-time management and administrative and technical (A&T) employees become eligible for floating holidays upon completion of one day of employment with PG&E. Twenty-four hours of floating holiday time is granted to each eligible employee every year in which the employee has worked.

How it works

  • You can use your floating holidays only on days that you are regularly scheduled to work.
  • If you are a full-time employee, you must use your floating holidays in eight-hour increments.
  • If you are a full-time employee and you work a nine-hour alternate work schedule, you can take your floating holidays in hourly increments to make up the difference between an eight-hour company holiday and a regularly scheduled workday.
  • If you are a part-time employee, you will receive eight hours of pay whenever you use a floating holiday regardless of how many hours you are actually scheduled to work on the day the floating holiday is taken. For example, if you are scheduled to work four hours on the day you take a floating holiday, you will be paid eight hours of floating holiday pay for that day.
  • Floating holidays unused by December 31 will be converted to PTO days and carried over to the following year.
  • Unused floating holidays are paid out upon termination of employment.

Deferring Unused In-Lieu of Holidays and Floating Holidays

Your total PTO balance includes both the amount accrued each month (current balance) and the amount carried forward from previous years including any unused In-Lieu of Holidays and Floating Holidays (deferred balance).

Unused PTO, floating holidays, and in-lieu of holidays will be deferred automatically to the next year; however, the total amount of PTO allowance (current and deferred) you may have on record by December 31 is limited to two times your current annual allowance. The maximum PTO allowance is not prorated for part-time employees. If your PTO balance exceeds the maximum PTO allowance, a one-time annual payout will be made in February of each year for excess PTO as of December 31 of the prior year. You will not, however, forfeit PTO Days that you have already earned.

More information

Paid time off

The paid time off (PTO) program combines vacation and sick time into an annual bank of paid days off called PTO days. You can draw on your PTO days for time away from work for any reason.

Eligibility

You are eligible for PTO if you are an employee of:

  • PG&E Corporation
  • PG&E Corporation Support Services, Inc.
  • PG&E Corporation Support Services II, Inc.

How you earn PTO

You earn PTO hours each pay period. The amount you earn is based on your work schedule and your years of service with the company. You begin earning PTO on your first day of work.

  • If you are in a management job, you earn PTO on every calendar day, including weekends. For part-time salaried employees, PTO accruals are prorated based on the full-time equivalent percentage that you are scheduled to work.
  • If you are in an administrative and technical (A&T) job, you earn PTO based on each paid straight-time hour, including time worked, company holiday time and paid time off taken (PTO, floating holidays and PUV days).

The table below illustrates the number of PTO hours that you will be credited with each year, based on the number of years of service you will complete that year. In the first year of employment, you will earn up to 15 days (120 hours) of vacation depending on your date of hire. As a full-time employee, you are eligible to earn up to 120 hours per calendar year for the first three years of service. Your accrual rate increases each January 1 of your 4th, 9th, 19th and 29th anniversary year of service, as shown on the table below.

Length of service Number of PTO days (hours) you earn Total maximum PTO allowance*
Up to 1 year Up to 15 days (120 hours) n/a
1–3 years 15 days (120 hours) 30 days (240 hours)
4–8 years 20 days (160 hours) 40 days (320 hours)
9–18 years 25 days (200 hours) 50 days (400 hours)
19–28 years 30 days (240 hours) 60 days (480 hours)
29 years or more 35 days (280 hours) 70 days (560 hours)
* Total maximum vacation allowance is the maximum number of PTO hours you can have on record as of December 31 of any calendar year. The maximum is two times your annual PTO accrual rate.

Scheduling and using PTO time

While you may not be able to schedule sudden emergency or illness PTO days in advance, you should schedule time off for relaxation or personal business as far in advance as possible. All PTO day requests are subject to approval by your supervisor based upon operational needs. You can use only the PTO time you have accrued.

  • If you are in a management job, you can use PTO time in half-day or full-day increments.
  • If you are in an A&T job, you can use PTO time in one-hour increments.

Deferring PTO time

At the end of each calendar year, all unused PTO time and floating holidays are automatically deferred to the following year. Keep in mind that the maximum PTO time balance (current and deferred) that you can have at the end of the calendar year is two times your current annual accrual rate. Unused PTO hours in excess of the maximum on December 31 will be paid out to you in February of the following year. The maximum PTO allowance is not prorated for part-time employees. Additional rules may apply to PTO deferral.

Service anniversary "splash" award

If you are a full-time employee, you will receive an additional one-time “splash” award of 40 hours in the calendar year in which you complete 25 years of service and every fifth year thereafter. You must be on the active payroll and work in the year that the service anniversary “splash” is awarded.

Part-time employees will receive a prorated service anniversary “splash” award.

Frequently asked questions for PTO

Can I buy additional PTO days?

No. Nor can you buy back PTO that you have sold or that has been paid out to you. However, you can still purchase Planned Unpaid Vacation days each fall during annual benefits open enrollment. You also have an opportunity to purchase Planned Unpaid Vacation days during your initial benefits enrollment as a newly hired employee.

What happens to my PTO accrual if I take an unpaid leave of absence?

In general, you earn PTO days based on your length of service and the amount of time you worked in the preceding year. During an unpaid leave of absence, you will forfeit 1/12th of the year’s PTO allotment for each 22 consecutive workdays missed because of unpaid leave of absence (such as medical or personal leave), long-term disability (LTD), or Workers’ Compensation of 110 workdays or more in a calendar year.

During an unpaid medical leave of absence, you may qualify for short-term disability (STD) benefits of 66 2/3 percent of salary. If you qualify for STD benefits, you can use up to 2.67 hours per day from your available frozen sick leave bank to supplement your STD benefit. For PTO accrual purposes, these payments are not considered time worked.

For more paid time off information and rules, refer to the PTO section of the Summary of Benefits Handbook.

Other time off

Adoption

PG&E provides up to one full day (eight hours) of time off with pay for court appearances in connection with a child adoption proceeding. In addition, to help pay for adoption-related expenses, PG&E offers an adoption assistance benefit of up to $2,000 for each child you adopt.

All employees who have completed at least six continuous months of service with the company are eligible for adoption time off. If you have not completed six months of continuous service, you may be granted time off without pay or you may elect to use your unused PTO, floating holidays or PUV days, if applicable.

Jury duty

PG&E recognizes jury duty as an important civic duty. All employees who have completed at least six continuous months of service with PG&E are eligible for jury duty time off with pay. If you have not completed six months of continuous service, you may be granted time off without pay or you may elect to use your paid time off.

If you are called for jury duty:

  • Tell your supervisor on the workday following receipt of notice that you are required to report for jury duty service (you may be required to provide receipt of such notice to your supervisor).
  • Report to work on non-court days (you may be required to provide updates on the trial schedules and court appearances).
  • Return to work if the dismissal from court occurs on your regular workday and the time allows you to work two hours or more before the conclusion of your regular work schedule.

Funerals

You may be granted time off with pay, up to a maximum of three days, if a member of your immediate family dies. You are eligible for time off with pay if you are a regular-status. An “immediate family member” is defined as:

  • your spouse or registered domestic partner;
  • your child (including step-children, children of your registered domestic partner, foster children or children for whom you have been appointed legal guardianship);
  • your parent (including foster parents, step-parents, parents-in-law or parents of your registered domestic partner);
  • your brother or sister (including half-, step- and foster brothers and sisters and sisters and brothers- and sisters-in-law);
  • your grandparent or grandparent-in-law, or those of your registered domestic partner;
  • your grandchild;
  • your son-in-law or daughter-in-law;
  • your uncle or aunt; or
  • a person who was a member of your immediate household at the time of his or her death.

You may use PTO or floating holidays, if applicable, to extend your funeral leave beyond the three days provided for, or request personal time off without pay for the time needed.

You may also request up to one full day off to attend the funeral of any other person to whom you may be reasonably deemed to owe respect.

If you are not a regular-status employee, you may be granted time off without pay.

Voting

If you do not have sufficient time outside of working hours to vote, you are entitled to paid time off, up to two hours if needed, to vote. You must notify your supervisor in advance of the election day if you wish to take this additional time off. Any approved time off will be taken either at the beginning or the end of your workday, whichever allows you the most time to vote.

Religious observance

Requests for time off for religious observance should be approved unless there are overriding operational needs. Because our employee population is comprised of various faiths, employees may request and be granted one occasion of up to four hours of paid time off per calendar year for the purpose of religious observance. Please review the policy for additional information.

For additional time off information and rules, refer to the Summary of Benefits Handbook.

HIRING HALL, TEMPORARY ADDITIONAL, INTERMITTENT EMPLOYEES WHO HAVE NOT ATTAINED REGULAR STATUS
AND INTERNS

Overview

Beginning July 1, 2015, a sick pay policy was implemented for hiring hall, temporary additional, intermittent employees who have not attained regular status and interns – awarding 24 hours of sick time per year, available for use after 90 days of employment. We are legally required to provide you with the basic information regarding this law.

Read the FAQs below for more information.

If you have any further questions, please email PGELeaveTeam@pge.com.

Policy Questions

What is this sick pay policy and who does it impact?

Beginning July 1, 2015, Assembly Bill 1522 required all California employers to provide 24 hours of paid sick time per year to all employees, available for use after 90 days of employment. Our existing sick pay policies meet or exceed this requirement, with the exception of the sick pay benefits for hiring hall, temporary additional and intermittent employees who have not gained regular status and interns. As a result, in 2015, we introduced a new sick pay policy for employees who did not previously have sick pay benefits.

Where can I find more information on Assembly Bill 1522, the Healthy Workplace Healthy Family Act of 2014?

More information can be found on the California Department of Industrial Relations website.

What can the sick time be used for?

You can take paid leave for you or a family member for preventive care or care of an existing health condition or for specified purposes if you are a victim of domestic violence, sexual assault or stalking. Family members include the employee’s parent, child, spouse, registered domestic partner, grandparent, grandchild, and sibling. Preventive care would include annual physicals or flu shots. For partial days, your employer can require you to take at least two hours of leave, but otherwise the determination of how much time is needed is left to the employee.

Are letters of agreements in place?

Yes, the Labor Relations team has worked with the IBEW and ESC unions on letters of agreement agreeing to the change. The signed letters of agreement are in the online library for reference (note: you need to be logged into to the PG&E network to view this information). The SEIU does not have any employees that are impacted by this change and therefore did not need to sign a letter of agreement.

Who qualifies as a family member that I can use the sick relative time for?

Family members include the employee’s parent, child, spouse, registered domestic partner, grandparent, grandchild, and sibling.

What does this mean for me?

Management and A&T employees: Your sick pay policy remains the same. For more information about your sick pay policy, review the Summary of Benefits handbook.

Union non-hiring hall, non-temporary additional and intermittent employees who have attained regular status, including Probationary employees: Your sick pay policy remains the same. For more information about your sick pay policy, review the Summary of Benefits handbook.

PG&E Corporation employees: Your paid time off policy remains the same. For more information about your paid time off policy, review the Summary of Benefits handbook.

Hiring hall, temporary additional and intermittent employees who have not gained regular status and interns: If you have worked at PG&E for 90 days or more, you can use 24 hours of sick time when you need time off from work because of a personal illness or injury that does not qualify as an industrial injury under the terms of workers’ compensation or for the injury or illness of a qualifying family member.

Contractors (i.e., Agile 1 and Canus employees): This sick pay policy is only for PG&E employees. Contractors are not considered PG&E employees. Please contact your employer for how your employer may be implementing Assembly Bill 1522, the Healthy Workplace Healthy Family Act of 2014.

Will this change my current benefits allowance?

No, the award of sick hours does not change your current benefits allowance.

If I leave my job, can I cash out my unused sick days?

No, unused sick days are not cashed out upon employment termination.

Eligibility

Does the 90 days of employment have to be consecutive days?

No. To qualify, you must work 90 cumulative days in a 12-month period. The SAP system will determine your sick pay time eligibility and award hours when applicable.

Is the 90 days counted as business days or days I perform work, or calendar days?

The 90 cumulative days in a 12-month period requirement is counted in calendar days, based on your employment dates in SAP.

Do I get 24 hours of sick pay every 90 days, or 24 hours just after I’ve reached 90 days of service?

If eligible, you get 24 hours of sick pay just after you’ve reached 90 days of service, not 24 hours every 90 days.

If I worked as a regular employee with sick pay, terminated my employment then return as a hiring hall, temporary additional, intermittent employee who has not gained regular status or as an intern within the same calendar year, would I immediately qualify for the mandatory sick since I’ve worked over 90 days within the prior year?

Yes. You would immediately qualify for an award of 24 hours due to having worked 90 days (in any classification) in the previous one year.

Do all employment periods that I work in a one year period count towards the 90 days, regardless of whether or not I was in the same classification during for all 90 days?

Yes, all periods of employment count toward the 90 days of employment rule.

Will this also apply to contractors or workers hired through an agency?

No, this Sick pay policy is only applicable PG&E employees, specifically for the groups identified above (hiring hall, temporary additional, intermittent employees who have not attained regular status and interns). Contractors and workers hired through an agency are not considered PG&E employees. They can refer to their respective employer’s for how their employer is implementing Assembly Bill 1522, the Healthy Workplace Healthy Family Act of 2014.

Timekeeping/Time Entry

I think I should be seeing 24 Sick hours in my time off bank but I still see 0, what’s wrong?

Employees will receive the 24 hours of sick the first time they have an attendance at the point they qualify.

Do I get 24 hours for sick and another 24 hours for sick relative?

No, if you qualify, you are awarded a total of 24 hours that can either be used for sick time or sick relative time.

Do unused sick hours accrue year over year?

No, the hours are awarded annually on your first day of attendance in the New Year, if you are otherwise eligible. Any unused hours will not roll-over to the New Year.

Where can I look to see how much sick I have on the books?

You can go to PG&E@Work For Me, then click About Me, My Time, My Time Off to see your sick hours balance.

What is the time code for sick time and sick relative time?

For time entry into SAP the time code for sick time is 2003 and the time code for sick relative is 2005.

How do I record my time if I’m sick?

Continue to follow your local time reporting procedures. There are no changes to how you or your timekeepers currently record time, or to sick time code 2003 or sick relative time code 2005.

I want to be unpaid for my recent absence and save my sick time for later. Can I do that?

No. You must use Sick pay for a minimum of 1 hour when you miss work because of an illness, a non-work related injury, a health care appointment or to attend to the illness of an eligible family member.