Leaves of Absence
Impact on Benefits
For additional information about your benefits during a leave of absence, see "You Take an Unpaid Leave of Absence" in the What If… section.
The Leave of Absence policy enables you to take time off for medical reasons (for you or an eligible family member), to care for and bond with a new child, for military duty, or for other personal situations that are urgent and substantial. Some of the leaves are legally-mandated by federal and/or state laws, such as the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), the Pregnancy Disability Leave Act (PDL), California Organ and Bone Marrow Donor Leave, the Fair Employment and Housing Act (FEHA), and the Uniformed Services Employment and Re-Employment Rights Act (USERRA). These leaves carry certain restrictions, employee eligibility criteria, limitations and obligations. Because most of our employees reside or work in the State of California, this Leaves of Absence section refers to California laws, when applicable. If a different state law applies, given an employee's state of residence or work location, the Company will comply with that state's requirements. See "Determination for Eligibility and Entitlements under FMLA/CFRA Leave."
Generally, federal- and state-mandated leave laws do not provide for paid time during a leave of absence. However, the Company may require the use of sick leave or family sick leave during certain types of leaves of absence. In addition, you may elect to use vacation, or floating holidays, if applicable. Company-specific leaves are unpaid.
Please note that while receiving job protection under FMLA/CFRA/PDL or a Company leave you have no greater right to reinstatement or to other benefits and conditions of employment than if you had been continuously employed during the leave period. Job protection offered by FMLA/CFRA/PDL and the Company leaves entitle you to the same or a comparable position upon your return to work if such a position still exists. If your position is eliminated during your absence you will be treated as if you were at work and may be afforded the Company's Workforce Management Benefits.
Foreseeable leaves must be requested through your supervisor and the Company's Leave Administrator 30 days in advance of the date your leave commences. Unforeseeable leaves must be requested as soon as your need for leave is known (as soon as practicable). If sufficient notice is not provided, your leave commencement date may be delayed or your leave may be denied.
See "You Take an Unpaid Leave of Absence" in the What If… section for additional information regarding benefits during an unpaid leave of absence.
The following information is a summary only. You can access more information from the Leaves of Absence section of the PG&E@Work intranet or by contacting the Company's Leave Administrator at Company extension 8-223-4357, externally at 415-973-4357 or toll-free at 866-369-7582.