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 the Leave Manager at email@example.com to request eligibility and paperwork requirements. Employees should notify supervisors and Human Resources 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, a transfer to a less strenuous or hazardous position or duties may be available pursuant to an employee’s request, if such a transfer is medically advisable. Employees requesting a reasonable accommodation should promptly notify their supervisor and the Human Resources’ Leave Manager at firstname.lastname@example.org. 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
If the employee participates in the University’s group health plan, USF will maintain coverage during leave under this policy on the same terms as if the employee had continued to work. If applicable, employees must make arrangements to pay their share of health plan premiums while on leave. In some instances, USF may recover premiums it paid to maintain health coverage or other benefits for employees and their families. Use of leave under this policy will not result in the loss of any employment benefit that accrued prior to the start of leave under this policy.