Navigating your Leave of Absence

Your Own Pregnancy
TYPE OF LEAVE
YOUR OWN PREGNANCY CONTINUOUS LEAVE
Continuous leave is taken as a consecutive period of time, with all details predetermined, including the first date of leave and the date the employee will return to work.		 INTERMITTENT LEAVE
Intermittent leave allows employees to take leave in shorter periods, on and off, or in reduced work hours.
ELIGIBILITY & ENTITLEMENTS There are several types of continuous leave entitlements available to UCI employees:
  • Family Medical Leave Act (FMLA)
  • California Family Rights Act (CFRA)
  • Pregnancy Disability Leave (PDL) - Used for your pregnancy-related leave.
  • Bargaining Unit Leave- Employees represented by a bargaining unit
To be eligible for FMLA or CFRA Continuous Leave for your own pregnancy you must:
  • Be employed with UC for 12 months.
  • Have worked 1250 hours within the past 12 months.
To be eligible for PDL you must:
  • Be disabled by pregnancy, childbirth, or a related medical condition. This includes time off needed for prenatal or post-natal care, severe morning sickness, doctor-ordered bed rest, childbirth, recovery from childbirth, loss or end of pregnancy, or any other related medical condition.
If you are represented, see eligibility requirements for your bargaining unit. 		There are several types of Intermittent leave entitlements available to UCI employees:
  • Family Medical Leave Act (FMLA)
  • California Family Rights Act (CFRA)
  • Pregnancy Disability Leave (PDL)- Used for your pregnancy related leave
To be eligible for FMLA or CFRA Intermittent Leave for your own pregnancy you must:
  • Be employed with UC for 12 months.
  • Have worked 1250 hours within the past 12 months
To be eligible for PDL you must:
  • Be disabled by pregnancy, childbirth, or a related medical condition. This includes time off needed for prenatal or post-natal care, severe morning sickness, doctor-ordered bed rest, childbirth, recovery from childbirth, loss or end of pregnancy, or any other related medical condition.
REQUIRED DOCUMENTATION
  • For all non-academic personnel, Sedgwick will request the required medical documentation from your medical provider to support the need for your continuous leave. It is your responsibility to connect with your medical provider to get the documentation completed and sent back to Sedgwick.
  • When you are ready to return to work, you will be required to provide a release to return to work form with or without restrictions prior to returning to work.
  • For academic personnel, please work with your UCI Leave Analyst.
  • For all non-academic personnel Sedgwick will request the required medical documentation from your medical provider to support the need for your intermittent leave. It is your responsibility to connect with your medical to provider to get the documentation completed and sent back to Sedgwick.
  • For academic personnel, please work with your UCI Leave Analyst.
PAY OPTIONS & BENEFITS IMPACT Based on your entitlements and Collective Bargaining Agreement, you may be able to use the following accruals or paid benefits:
  • Accruals (Sick/Vacation)
  • Catastrophic Leave
  • Basic Short-Term Disability
  • Voluntary Short-Term Disability
  • PFCB- for bonding
  • Unpaid
While you are out on a Continuous Leave for your own pregnancy:
  • For UCI Health and Community Network employees in API: the Leave of Absence team will lock your timecard and manage it throughout your leave.
  • For Campus employees: please work with your department contact around completing your timecard.
  • For COHS employees: Your Leave Analyst will guide you through coding your timecard.
Once you have been off work for six (6) months, you will be required to pay full premiums on your health benefits. 		Based on your entitlements and Collective Bargaining Agreement, you may be able to use the following accruals or paid benefits:
  • Accruals (Sick/Vacation)
  • Unpaid
RETURN TO WORK & TRANSITIONAL WORK When you are ready to return to work from Continuous Leave, you will be asked if you need to return to work with restrictions, or if you are cleared to return to full duty.
  • If returning to work with restrictions, you will be referred to the Sedgwick Accommodation team/Disability Management Specialist to engage in the Interactive Process.
  • If you are returning to work full duty, you will be asked to provide a full duty release medical note from your provider.
Release to return to work is not required for intermittent time off.
ADDITIONAL RESOURCES