California Pregnancy Disability Leave (CPDL)
CPDL provides the right to job-protected leave for eligible employees who are disabled by pregnancy, childbirth, or related medical conditions. There are no service time requirements to qualify for CPDL. The University follows all mandated state and federal laws for leaves of absence. Other state and federal entitlements may run concurrently with CPDL.
Employees are eligible for CPDL starting on their first day of employment with USF. Under CPDL, a pregnant woman is entitled to up to four (4) months (17 1/3 weeks) of job and benefits protection. CPDL may be taken on an intermittent, reduced hour, or continuous basis as certified by the healthcare provider. CPDL runs concurrently with FMLA, if eligible and applicable. Once the disability portion of the pregnancy leave has concluded, the employee can take up to 12 weeks of CFRA leave for baby bonding purposes. Bonding leave shall be completed within one year of the birth or placement of the child.
Employees who wish to initiate CPDL should simultaneously initiate the process in USFWorks, notify their supervisor, and contact Tristar at 1-844-702-2352 or http://usf.ess-absencetracker.com/. Employees should notify supervisors and Tristar at least 30 days prior to the leave request if feasible.
Prior to your return to work after your leave of absence due to your pregnancy, USF requires that you present a Return to Work medical certification confirming your fitness for duty. Medical certification should be received no later than 5 days before your scheduled return to work date.
Accommodations Related to Pregnancy
The University also provides reasonable accommodations, to the extent required by law, for conditions related to pregnancy, childbirth, or related medical conditions.
In addition the Pregnant Workers Fairness Act (PWFA) is a new law (effective 6/27/23) that requires covered employers to provide “reasonable accommodations” to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship."
“Reasonable accommodations” are changes to the work environment or the way things are usually done. Examples include the ability to sit or drink water; receive closer parking; have flexible hours; receive appropriately sized uniforms and safety apparel; receive additional break time to use the bathroom, eat, and rest; take leave or time off to recover from childbirth; and be excused from strenuous activities and/or activities that involve exposure to compounds not safe for pregnancy.
Employees requesting a reasonable accommodation should promptly notify their supervisor and the Human Resources’ Leave Manager at email@example.com. For more information on accommodations, refer to the Accommodations section of the Handbook.
Use of Accrued Paid Leave
Accrued paid sick leave must be used concurrently with disability benefits. Paid sick leave and disability benefits combined may not exceed 100% of regular pay.
Additionally, employees may choose to use accrued vacation concurrently with some or all of the leave under this policy. To receive paid leave, eligible employees must comply with the University’s normal procedures for the applicable paid-leave policy (e.g., call-in procedures, advance notice).
Maintenance of Health Benefits
Health Insurance benefits continue while on FMLA and/or CFRA regulated leave. During leave, employees are responsible for their portion of health insurance premiums. If the employee exhausts sick/vacation while covered by FMLA/CFRA, health insurance premiums will go into arrears and will be collected once the employee returns from leave. Once sick/vacation has been exhausted and the employee is no longer covered by FMLA/CFRA, employee will be offered COBRA.