Used to place an eligible employee on an authorized leave of absence with pay for pregnancy, childbirth, child and family care. (Refer to Education Code 89519, CSU policy, and/or appropriate MOU.) Questions concerning eligibility and/or benefits should be directed to the campus Human Resources Department or the Chancellor's Office, Human Resources Administration.
Unless reappointed, leave for eligible temporary employees terminate upon expiration of the temporary appointment.
The maximum length of leave varies based upon the type of leave chosen under this action/reason. Refer to respective MOU or coded memo for detailed information.
Paid maternity/paternity/adoption leave runs concurrently with FML, which is unpaid if leave credits have been exhausted.
Maternity/paternity/adoption leave is not charged against an employees leave credits. As such, employees may require reinstatement from FML to be paid. Refer to the respective MOU and/or CSU policy for additional information.
For California Family Rights Act (CFRA), refer to Government Code Section 12945(b) and/or respective MOU.
Paid leave should be documented as appropriate in Time and Labor.
The effective date of this leave of absence is considered to be the close of business (COB) on the calendar day of the employee's last day worked. However, the effective date of the action/reason is the beginning of business (BOB) the calendar day after the leave of absence begins. In the event that the leave of absence begins at a time of day prior to the COB, document this in the General Comments panel with the same Comment Date as the leave of absence action.
The Job Code and/or Salary Grade cannot be changed unless prompted by reorganization changes where the code is no longer appropriate, or the employee was officially notified of the action in progress (e.g., promotion, demotion) prior to the effective date of the leave of absence.
If a change is needed, process a Return-LOA/PDL to return the employee from leave, process the appropriate action reason , and then return the employee back to the Paid LOA/FML.
An employee must be reinstated before being placed on any other type of leave.
If an employee separates while on Paid LOA/FML, process a Termination action with the appropriate Reason Code. If the employee is entitled to lump sum vacation or extra hours, refer to Time and Labor documentation for processing instructions. If vacation time extends beyond the effective date of a General Salary Increase, the higher rate must be used from that effective date forward to calculate the lump sum. Recalculation of a previously paid lump sum amount may be required in situations involving retroactive salary increase transactions (e.g., retroactive General Salary Increase).
Use Return-LOA/PDL to return an employee.