Applicable Job Protection regulations/policies¹:

• Family and Medical Leave Act (FMLA)
• California Pregnancy Disability Leave (PDL)
• PG&E Short-term Disability (STD)
• PG&E Company Medical Leave (CML)

Applicable Job Protection regulations/policies¹:

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

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

• Time-off prior to child birth typically begins up to 4 weeks prior to your estimated due date
• Pregnancy leave continues after birth for 6-8 weeks depending on delivery method
• Actual length may be extended, if medically necessary, as determined by physician

• Typically begins immediately after Pregnancy Leave concludes
• Duration varies (there are maximums) and depends on the employee. Most employee’s consider job protection, pay and health care coverage when determining a return from child bonding leave date

Options:

• Capped Sick time/Sick pay
• California Utility employees covered under the PG&E Voluntary Plan:
  • 60%¹ weekly Voluntary Plan Disability Insurance (VPDI) benefit in the event you experience a wage loss—or after seven consecutive calendar days of disability (waiting period may be waived)—whichever is later
  • STD Wage Continuation benefit (PG&E) for eligible Management, A&T and ESC-represented employees only
    • Available after Capped Sick time is used and exhausted: Wage Continuation of 70% after-tax equivalent benefit in combination with full amount of VPDI²
• California employees covered under the CA SDI (State plan):
  • Approximately 60%³ of eligible earnings with weekly cap; typically up to 4 weeks pre-birth and 6-8 weeks post-birth (NOTE: 7 day unpaid waiting period once the leave begins)

Options:

• California Utility employees covered under the PG&E Voluntary Plan:
  • 60%¹ weekly Voluntary Paid Family Leave (VPFL) benefit
  • PFL Wage Continuation benefit (PG&E)
    • 100% before-tax benefit of 8 weeks in combination with full amount of VPFL²
• California employees covered under the CA PFL (State plan):
  • Approximately 60%³ of eligible earnings with weekly cap; up to 8 weeks post-birth, following the end of CA SDI benefits
• Vacation accrued (PG&E)—end of leave
• Floating Holidays (PG&E)—end of leave

• Up to 4 months of job protection under CA Pregnancy Disability Leave (PDL)
• Other job protections under FMLA and PG&E STD Policy or Company Medical Leave policy

• Up to 6 months job protection under PG&E CBL, starting from first day of leave
  • After 6 months, additional time may be taken without job protection
• Other job protections under PG&E PFL wage Continuation Policy, FMLA and CFRA

Your health care premium costs remain the same throughout your pregnancy leave

For information on your eligibility for health and welfare benefits, the cost of and changes to those benefits during your leave, and your options to pay for those benefits, please call the PG&E Benefits Service Center at 1-866-271-8144 or visit www.mypgebenefits.com.

To add your child to your health care plan, please contact the PG&E Benefits Service Center at 1-866-271-8144 within 180 days of the date of birth.

¹ Interns, Hiring Hall, Temporary Additional and non-regular status intermittent: eligible for 55% VPDI/VPFL benefit; not eligible for wage continuation benefits. However, if the weekly Voluntary Plan benefit amount is lower than the weekly benefit amount using the calculation method under the State Plan, you will receive Voluntary Plan benefits equal to the State Plan rate. Click here for more Voluntary Plan information.
² Benefits may also be reduced by other offset such as Social Security Disability Insurance or PG&E Pension benefits.
³ Please refer to the State of California Employment Development Department website for more information on what benefits you may be eligible for and the current year’s weekly benefit cap.

If you do not follow the process and complete the steps to report and certify your absence in a timely manner, you may disqualify yourself from being eligible to receive benefits under PG&E's Leave provisions and job protection under the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), the Pregnancy Disability Act (PDL), PG&E Short-Term Disability and Paid Family Leave, or other federal, state or company leaves.

In addition, if you are out for an FMLA-related reason and do not report the absence as required, it will not be recorded as qualifying for job protection under FMLA or a related state leave law.

What You Need to Do

How You Get It Done

Notify your supervisor and Sedgwick at least 30 days in advance.

Remember, you are not required to provide any details about your medical condition to your supervisor.

Discuss your leave plans with your supervisor, including any transition of duties and back-up support needed.

Be sure to talk through the estimated length of your entire leave of absence, including time you may take to bond with your child after the medical portion of your leave ends.

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

Recurring deductions impacted by leave:

Campaign for the Community
When not using regular sick pay, contributions end day prior to your leave start date and will not resume automatically.

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

Union Dues
Your monthly payroll deduction for union dues will end when not receiving sick pay or any PG&E wage continuation benefit.

ESC-represented employees: your union dues will continue while receiving Capped Sick time. Once you are eligible for PG&E’s STD and/or PFL wage continuation benefits, your union dues will be reduced to $9 per month. IBEW-and SEIU-represented employees: your union dues will continue while receiving sick pay and PG&E’s PFL wage continuation benefits.

Fidelity Investment (401(k) Plan)
While approved to receive capped sick time (and incidental sick time, if used during the benefit waiting period) and STD wage continuation benefit payments, or regular sick pay, 401(k) contributions and company match will continue at your current designation. Contributions to your 401(k) Plan will end when your unpaid leave starts, including loan payments.

• Leave Options: Review the types of leave document
• Pay Options/Requirements: Review Pay Information and understand how it applies to you:
  • Utility Management, Administrative and Technical (A&T), Security and ESC-represented employees
  • IBEW- and SEIU-represented employees
• Benefits:
  • Review the benefits during your leave information and understand how it applies to you:
    • Benefits While on LOA - Non-Union Employees
    • Benefits While on LOA - Union-Represented Employees
  • You may call the PG&E Benefits Service Center at 1-866-271-8144 for additional information about your benefits while on leave
  • Review the VP page and FAQs for information about redirecting health and welfare premiums from Voluntary Plan benefits.

If you will need a mothers’ room when you return for the purpose of expressing milk, make arrangements prior to your leave.

Check the Mothers’ Room list to see if there is a room available at your worksite. Be sure to email wellness@pge.com at least 10 business days prior to your return to request the access code and include your LAN ID for verification purposes.

If a mothers’ room does not exist at your worksite, you may express milk in your own private office, if available, or submit the Temporary Mothers’ Room Request form to Accommodations-req@pge.com at least 30 days prior to your return to work so that appropriate accommodations can be made. See PG&E's Mothers’ Room Standard* for more information.

You may use Maternity Leave Transition plan form to discuss your milk expression needs with your supervisor.

Visit the Mothers' Room page for more information, including how to get a free breast pump.

* Note, you will need network access to view this document.

Electronic and physical access permissions will be disabled

Physical Access:

1. Before going on leave employees are asked to copy all of their existing access (to reference when re-requesting access upon return).
2. When returning from leave all employees need to call the HR Service Center at 223-4357 to confirm their status is active in SAP. (Supervisor needs to process PCR, in order for the status to be active).
3. Personnel status must be active both in SAP and in Quantum.
4. Visit MyPhysicalAccess to request physical access to sites you previously had access to before going on leave.
5. Contact Physical Access Support Center to reactivate the badge at 415-973-5300, (#3 must be completed before badge can be activated).

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

Make sure to provide your contacts with a personal email address, for any non-work related emails you need to receive while on Short-term disability and Paid Family Leave.

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

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

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

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

What You Need to Do

How You Get It Done

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

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

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

Understand your pay options and requirements.

Contact Sedgwick by:

• Calling 1-855-732-8217; or
• Accessing mySedgwick website (single-sign on capability while logged into the PG&E network) or through mySedgwick (external access).

Note:

• To avoid delays in processing your leave, be prepared to provide your personnel number, leave start date and estimated duration of leave.
• If your absence began on or after Feb 1, 2020, and sick pay usage is optional during your leave, communicate your requested sick pay usage during this initial call to Sedgwick. If you do not request differently, sick pay will be used and exhausted.

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

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

If you have opted out of the Voluntary Plan, you will need to make a separate application for State Plan benefits. Discuss your pay options with your parental coach.

Apply for CA SDI online:
http://www.edd.ca.gov/disability/SDI_Online.htm

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

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

Carefully review and understand your Pregnancy Leave package and any paperwork required.

Note: You may be required to provide Medical Certification for your Pregnancy Leave of absence.

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

Return all applicable forms

Medical Certification: Certify your absence by returning the completed medical certification form and authorization forms within the timeframe provided. You can mail or fax the form to Sedgwick or upload to mySedgwick.

Pay: If your absence began on or after Feb 1, 2020 and sick pay usage is optional during your continuous medical leave, and you’d like to request something other than the default policy, submit your request to Sedgwick, your supervisor and, if applicable, your timekeeper, within the timeframe provided.

Note regarding pay and concurrency of leave policies while on Pregnancy leave:

The Family and Medical Leave Act (FMLA) and/or the Pregnancy Disability Leave Act (PDL) offer job protection—they do not offer a pay component.

• Receipt of PG&E’s STD (capped sick time and wage continuation) benefits, Voluntary Plan benefits or any other type of pay you may be eligible for during your FMLA and/or PDL do not extend the 12-week FMLA or the 4-month PDL entitlement.
• If eligible under PG&E’s STD policy, FMLA, PDL and STD Leave run concurrently.
• If eligible under the Company Medical Leave (CML) policy, FMLA/PDL and CML run concurrently.

Receipt of Voluntary Plan or State Plan benefits do not extend the length of CML.

Understand your benefits during your leave (e.g., medical, dental, spending accounts, etc.).

Note: Please be sure to understand any differences in benefits during the pregnancy and child bonding portions of your leave.

• Review the benefits during your leave information and understand how it applies to you:
  • Benefits While on LOA - Non-Union Employees
  • Benefits While on LOA - Union-Represented Employees
• You may call the PG&E Benefits Service Center at 1-866-271-8144 for additional information about your benefits while on leave

Note: You'll have an opportunity to add your child as a dependent within 180 days from the date of birth.

Approval of your Pregnancy Leave and any PG&E-paid disability benefit (VPDI, capped sick time, STD wage continuation) is based on information your Health Care Provider (HCP) provides and if your condition qualifies under federal, state or company leave.

Sedgwick will notify you and your manager of the final determination (i.e., approved or denied) or if additional documentation or clarification is needed prior to a final determination.

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

Ensure any absence(s) reported to your supervisor and/or timekeeper is correctly coded AND prior to your regular payroll cycle processing.

Provide Sedgwick with any needed clarification, if requested.

What You Need to Do

How You Get It Done

If you apply for an intermittent¹ or reduced workweek² leave, you must report your intermittent or reduced workweek absences.

An unplanned absence for illness or care must be reported to Sedgwick the same day the absence occurs.

A planned absence for treatment or appointments must be reported to your supervisor and Sedgwick 30 days in advance or as soon as the timing is known.

¹ An occasional absence where you are certified by your Health Care Provider (HCP) to miss a few hours or day or two of work. Absences could be planned in the case of an appointment or scheduled treatment or unplanned or unscheduled absences in the case of an exacerbation of your medical condition.

² When you are certified by your HCP to work fewer hours or days you are scheduled.

Report any absence (date and hours missed) incurred during a regular workday or mandatory overtime shift by:

• Calling Sedgwick at 1-855-732-8217, press 1 and then and say "Absence" or press 2
• Accessing mySedgwick.

Note:

• You must also follow your department guidelines for reporting all absences.
• You must make a reasonable effort and work with your supervisor to schedule these absences around business needs (e.g., during non-peak work days/hours, before or after work, etc.).
• If you fail to follow these steps, the time you are away may not be considered for protection under FMLA/CFRA.

If you have not already received a call from your parental leave coach, call Sedgwick two weeks after the birth of your child to confirm:

1. The date of your child's birth and the method of delivery
2. If you will be taking a bonding leave and the estimated date for this leave (see Step 5: Transitioning from a Pregnancy Leave to a Bonding Leave for more details).

Sedgwick will adjust your Pregnancy Leave dates and set up your bonding leave, as applicable, and will notify you and your supervisor of the changes.

Your Sedgwick parental leave coach can be reached by calling 1-855-732-8217.

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

Log into your myPlans Connect account or call the PG&E Benefits Service Center at 1-866-271-8144.

Note: You'll need to provide your dependent's name, birth date and Social Security number when you enroll.

Communicate with your supervisor

Call your supervisor to provide your status and intent to return to work

Note: If you plan to take bonding leave immediately following your Pregnancy Leave, you do NOT need to provide a Release to Return to Work form.

If you are returning to work immediately following your pregnancy (medical portion) of your leave, contact your HCP (prior to your return to work date) so he or she can complete and sign the Release to Return to Work form.

This form must be completed, signed, and returned to Sedgwick before you can start work or have your regular pay reinstated.

Provide your completed Release to Return to Work form prior to your return to work date. You are responsible for sending this form to Sedgwick as outlined in the form instructions.

The form is included in your leave package and is available in your leave file in mySedgwick.

What You Need to Do

How You Get It Done

If there are any changes to your leave dates (e.g., your start or return to work date changes, your leave needs to be canceled, or you need to extend your leave), you must contact Sedgwick immediately and in advance of your current estimated/approved leave end date and notify your supervisor.

Contact Sedgwick by:

• Calling 1-855-732-8217, or
• Accessing mySedgwick.

Notify your supervisor.

If returning to work following a pregnancy leave, provide a Release to Return to Work form (see below).

You will need to provide an updated Medical Certification form to re-certify a leave extension in advance of your current estimated/approved leave end date.

Provide your Health Care Provider (HCP) with the necessary paperwork to complete and return to Sedgwick. If you need another Medical Certification form, contact Sedgwick immediately at 1-855-732-8217 or access the form in your file online at mySedgwick.

Sedgwick will notify you and your supervisor of the final determination of your leave extension (i.e., approved or denied) or if additional documentation or clarification is needed prior to a final determination.

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

What You Need to Do

How You Get It Done

When you contact your Sedgwick parental leave coach to confirm your child's birthdate and method of delivery, confirm your plans for taking a bonding leave following your Pregnancy Leave. You must provide this information as soon as it's known and prior to the end of your Pregnancy Leave.

Contact Sedgwick at 1-855-732-8217.

Note: Additional paperwork is not needed to certify your bonding leave; you only need to provide the dates of this leave to Sedgwick and a Bonding Leave will be set up for you.

Understand your pay options during your bonding leave

Your Parental Leave Coach will discuss PFL benefits available to you (if not already discussed during your pregnancy leave).

You can also review PFL Pay Information:

• Utility Management, Administrative and Technical (A&T), Security and ESC-represented employees
• IBEW- and SEIU-represented employees

Understand your benefits during your leave and any changes when moving from a Pregnancy Leave to a bonding leave (e.g., medical, dental, spending accounts, etc.)

• Review the benefits during your leave information and understand how it applies to you:
  • Benefits While on LOA - Non-Union Employees
  • Benefits While on LOA - Union-Represented Employees
• You may call the PG&E Benefits Service Center at 1-866-271-8144 for additional information about your benefits while on leave

Note regarding pay and concurrency of leave policies while on Bonding Leave:

The Family and Medical Leave Act (FMLA) and/or the California Family Rights Act (CFRA) offer job protection—they do not offer a pay component.

• Receipt of PG&E’s PFL benefits, Voluntary Plan benefits or any other type of pay you may be eligible for during your FMLA and/or CFRA leave do not extend the 12-week FMLA/CFRA entitlement.
• If eligible, FMLA, CFRA, PG&E’s PFL Leave and the Company Child Bonding Leave of Absence (CBL) run concurrently.
• Receipt of PG&E’s PFL benefits, Voluntary Plan or State Plan benefits do not extend the length of CBL.

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

Begin the return to work process.

Important: Unless a leave extension has been approved, you must return from leave on your expected return to work date. Failure to return to work may be subject to disciplinary action up to and including termination.

Please be advised if your classification of work falls under the Department of Transportation (DOT) requirements and you have been on a leave of absence greater than 30 days unpaid, you will be required to complete a pre-duty testing prior to your return to work. Please work with your supervisor for these arrangements.

Returning from a Pregnancy Leave:

One week prior to your return:

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

Returning from a Bonding Leave: Call your supervisor to confirm your return and discuss any system and building access restoration you may need. Your supervisor needs to complete a Return from Leave PCR to restore your network access. This should be done two-three days prior to your return to ensure processing is completed by your return date.

Determine if there are any benefit changes you may need or want to make upon your return to work, including adding a dependent.

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

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

Campaign for the Community

Commuter Transit

Union Dues

Fidelity Investment (401(k) Plan)

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

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

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

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

Complete any office related steps (e.g., update your email and voicemail message(s)) when you return to work.

Determine what system (i.e., SAP access) and/ or building access may still need to be restored.

On your first day back meet with your supervisor to discuss instructions to prepare your office when you return to work.

If not already completed, work with your supervisor to submit a Return from Leave Personnel Change Request (PCR) to restore all network and physical access.

Review MyElectronicAccess for system access questions (i.e., SAP) and for building access questions go to MyPhysicalAccess. Note that you must be logged into the PG&E network in order to view this information. For any access issues once you return, contact the TSC at 415-973-9000.