Pregnancy Disability Leave (PDL. An employee on an approved Pregnancy Disability Leave is eligible for continuation of MPS and DPS in accordance with PDL law.
Pregnancy Disability Leave (PDL. 1. Pregnancy Disability Leave of up to four (4) months, with or without pay, shall be provided to unit employees covered herein pursuant to the Fair Employment Housing Act (FEHA).
Pregnancy Disability Leave (PDL a. PDL a California law granting employees up to four (4) months of disability leave based on hours worked per week, due to pregnancy with right to return to the same classification and position, and continuation of the Agency health insurance and contribution, as follows:
Pregnancy Disability Leave (PDL. The following additional guidelines apply to Pregnancy Disability Leave (PDL):
Pregnancy Disability Leave (PDL. 22 1. Bargaining unit members covered by this Agreement shall be entitled 24 disabilities caused or contributed to by pregnancy, miscarriage, childbirth, 25 and recovery therefrom on the same terms and conditions governing leave 26 of absence for other illnesses, injuries, or medical disabilities.
Pregnancy Disability Leave (PDL. Female employees may take a leave of absence up to four (4) months for disabilities relating to pregnancy, childbirth or related medical conditions. The exact duration of the leave will be determined by the amount of time the employee is actually disabled.
Pregnancy Disability Leave (PDL. 8.6.1.1 A unit member may use sick leave and extended sick leave for disability due to pregnancy, childbirth, or related medical conditions, and recovery from such conditions.
Pregnancy Disability Leave (PDL. An employee is eligible for continuation of MPS in accordance with PDL law. Workers’ Compensation - Employees on an approved leave based on an approved workers’ compensation claim shall receive the MPS for up to twenty (20) pay periods while off work due to that injury, provided the employee has been receiving MPS immediately prior to the leave of absence and as long as the employee pays his/her portion of the premiums on time. Should any subsequent workers’ compensation claims occur during the initial twenty (20) pay periods, the remaining MPS eligibility from the original claim shall run concurrent with any additional approved workers’ compensation claims that occur during the initial claim. For example, if the employee is receiving the MPS for twenty (20) pay periods for an injury and after ten (10) pay periods another workers’ compensation claim is approved and the employee is eligible to receive the MPS for an additional twenty (20) pay periods, ten (10) pay periods will run concurrent with the initial claim, for a total of 30 pay periods. Employees who are still on workers’ compensation after the expiration of the initial twenty (20) pay periods shall continue to receive MPS and DPS provided the employee is fully integrating appropriate paid leave time. Short-Term Disability - Employees who are fully integrating paid leave time with Short-Term Disability (STD) insurance provided by the County shall receive the MPS. “Fully integrating paid leave time” means that the total amount of the STD and the employee’s paid hours (i.e., paid leave and/or regular time) equals 100% of the employee’s pay. MEDICAL EMERGENCY LEAVE
Pregnancy Disability Leave (PDL. 1 (a) Pregnancy leave shall be granted only for that period of time (up to 2 four months) during which an employee, in the judgment of her 3 physician, is unable to perform her normal and ordinary duties due
Pregnancy Disability Leave (PDL. As provided under California law, the City shall provide up to four (4) months Pregnancy Disability Leave (PDL) for any full- time or part-time City female employee who is disabled due to pregnancy, childbirth, or a related medical condition (e.g. prenatal care, severe morning sickness, doctor-ordered bed rest, childbirth, recovery from childbirth, etc.) regardless of the length of time she has worked for the City. It is the medical opinion of the woman's physician or health care provider that determines whether she is disabled by pregnancy or a related medical condition. PDL may be intermittent, periodic, or on a reduced work schedule. Following PDL, an employee is entitled to an additional twelve (12) weeks of non-concurrent CFRA leave if she meets eligibility requirements for CFRA leave (illustrated above). When an unscheduled absence related to PDL occurs, the supervisor may not take any action against the employee if she, within a reasonable time after the absence, provides medical certification of the dates she was so disabled.
