Pregnancy - A leave for a pregnant employee shall start at the beginning of the period of disability that a health care provider certifies is necessary. Leave for the non-disability portion of childbirth ("bonding”) may be taken before or after delivery. In accordance with the PDL under the California FEHA, employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four months (nine pay periods) of leave with medical certification certifying the employee is unable to work due to a pregnancy- related condition. PDL may be taken before or after the birth of a child, shall run concurrently with pregnancy leave under the federal FMLA, and must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave ("bonding”) under the CFRA, which shall be limited to four months (nine pay periods) and must be concluded within one year of the child’s birth. Whereas bonding leave for the pregnant employee may be taken before or after delivery, bonding leave for the non-pregnant employee shall be taken on or after the anticipated delivery or placement date of the child except as may be necessary under Section D.2 "Adoption.” (The administration of such leave shall be in accordance with Section C.2 of this Appendix).
Pregnancy - A leave for a pregnant employee shall start at the beginning of the period of disability that a health care provider certifies is necessary. Leave for the non-disability portion of childbirth (“bonding”) may be taken before or after delivery. In accordance with the PDL under the California FEHA, employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four months (nine pay periods) of leave with medical certification certifying the employee is unable to work due to a pregnancy- related condition. PDL may be taken before or after the birth of a child, shall run concurrently with pregnancy leave under the federal FMLA, and must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the CFRA, which shall be limited to four months (nine pay periods) and must be concluded within one year of the child’s birth. (The administration of such leave shall be in accordance with Section C.2 of this Article).
Pregnancy - A leave for a pregnant employee shall start at the beginning of the period of disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth (“bonding”) may be taken before or after delivery. In accordance with the PDL under the California FEHA, employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine pay periods [720 hours]) of leave per pregnancy with medical certification certifying the employee is unable to work due to a pregnancy-related condition. PDL may be taken before or after the birth of a child, and must be concluded within one year of the child’s birth. The first 12 workweeks of leave under the PDL shall run concurrently with FMLA leave but not CFRA leave. Employees (each parent individually) are also eligible for family leave (“bonding”) under the CFRA, which shall be limited to four months (nine pay periods [720 hours]) and must be concluded within one year of the child’s birth. Whereas bonding leave for the pregnant employee may be taken before or after delivery, bonding leave for the non-pregnant employee shall be taken on or after the anticipated delivery or placement date of the child except as may be necessary under Subsection D.2 of this Article. (The administration of such leave shall be in accordance with Subsection C.2 of this Appendix). Leave under the CFRA does not run concurrently with the PDL law but consecutively.
