Common use of Pregnancy Clause in Contracts

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 and D-6 of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider doctor certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirthchild birth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, D.2. “Adoption.” ”. (The administration of such leave shall be in accordance with Sections C-2 Section C.2. and D-6 D.6. of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider doctor certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirthchild birth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, D.2. “Adoption.” ”, (The administration of such leave shall be in accordance with Sections C-2 Section C.2. and D-6 D.6. of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider doctor certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirthchild birth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2D.2., “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 Section C.2. and D-6 D.6. of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, SubsectionD-2. “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 and D-6 of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, . “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 and D-6 of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [(9] ) pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [(9] ) 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 Subsection D-2, IV.B. “Adoption.” ”. (The administration of such leave shall be in accordance with Sections C-2 III.B. and D-6 IV.F of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine (9) pay periods [9] pay periods720 hours]) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine (9) pay periods [9] pay periods720 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, IV.B “Adoption.” ”. (The administration of such leave shall be in accordance with Sections C-2 III.B. and D-6 IV.F of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine (9) pay periods [9] pay periods720 hours]) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four (4) months (nine (9) pay periods [9] pay periods720 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-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, “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 and D-6 of this Article.)Subsection

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four (4) months (nine [9] 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 Subsection D-2, D.2. “Adoption.” ”. (The administration of such leave shall be in accordance with Sections C-2 C.2. and D-6 D.6. of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine (9) pay periods [9] pay periods720 hours]) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [(9] ) 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 Subsection D-2, IV.B “Adoption.” ”. (The administration of such leave shall be in accordance with Sections C-2 III.B. and D-6 IV.F of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one (1) year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four (4) months (nine [9] pay periods) and must be concluded within one (1) 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, D.2. “Adoption.” ”. (The administration of such leave shall be in accordance with Sections C-2 C.2. and D-6 D.6 of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider doctor certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirthchild birth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, “D.2. "Adoption.” ”. (The administration of such leave shall be in accordance with Sections C-2 Section C.2. and D-6 D.6. of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider doctor certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirthchild birth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2D.2. "Adoption”, “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 Section C.2. and D-6 D.6. of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave PDL under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, . “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 and D-6 of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave PDL under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 and D-6 of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider doctor certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirthchild birth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, IV.B. “Adoption.” ”. (The administration of such leave shall be in accordance with Sections C-2 Section III, B. and D-6 IV.F. of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine (9) pay periods [9] pay periods720 hours]) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four (4) months (nine (9) pay periods [9] pay periods720 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-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, D(2) “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 Subsections C(2) and D-6 D(6) of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine (9) pay periods [9] pay periods720 hours]) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four (4) months (nine (9) pay periods [9] pay periods720 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-non pregnant employee shall be taken on or after the anticipated delivery or MOU10-21 placement date of the child except as may be necessary under Subsection D-2, “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 and D-6 of this Article.)Subsection

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion (“bonding”) of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine (9) pay periods [9] pay periods720 hours]) of leave leave, with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy . Pregnancy leave under the federal Family and Medical Leave Act of 1993shall run concurrently with Pregnancy Disability Leave under the FEHA, and must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine (9) pay periods [9] pay periods720 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, IV.B “Adoption.” ”. (The administration of such leave shall be in accordance with Sections C-2 Section III.B and D-6 IV.F of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, SubsectionD-2. “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 and D-6 of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider doctor certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirthchild birth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, “D.2. "Adoption.,” (The administration of such leave shall be in accordance with Sections C-2 Section C.2. and D-6 D.6. of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine (9) pay periods [9] pay periods720 hours]) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine (9) pay periods [9] pay periods720 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 deliverydeliver, bonding leave for the non-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, D.(2) “Adoption.” ”. (The administration of such leave shall be in accordance with Sections C-2 C.2. and D-6 D.6 of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider doctor certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirthchild birth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, IV.B. “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 Section III, B. and D-6 IV.F. of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [(9] ) pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [(9] ) 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 Subsection D-2, IV.B. “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 III.B. and D-6 IV.F. of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine (9) pay periods [9] pay periods720 hours]) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four (4) months (nine (9) pay periods [9] pay periods720 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-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, “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 and D-6 of this Article.)Subsection

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider doctor certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirthchild birth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periods) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave under the FEHA may be taken before or after the birth of the child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth. Employees (either parenteach parent individually) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] 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 Subsection D-2, D.2. “Adoption.,” (The administration of such leave shall be in accordance with Sections C-2 Section C.2. and D-6 D.6. of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periodsperiods [720 hours]) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four (4) months (nine [9] pay periodsperiods [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, IV.B “Adoption.” (The administration of such leave shall be in accordance with Sections C-2 III.B. and D-6 IV.F of this Article.)

Pregnancy. The start of a leave for a pregnant employee shall be at the beginning of the employee’s pregnancy-related disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery. In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four (4) months (nine [9] pay periodsperiods [720 hours]) of leave with medical certification certifying the employee as unable to work due to a pregnancy-related condition. Pregnancy Disability Leave PDL under the FEHA may be taken before or after the birth of the child, which and shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and which must be concluded within one year of the child’s birth. Employees (either parent) are also eligible for family leave (“bonding”) under the California Family Rights Act, which shall be limited to four months (nine [9] pay periodsperiods [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, IV.B “Adoption.” ”. (The administration of such leave shall be in accordance with Sections C-2 III.B. and D-6 IV.F of this Article.)