Pregnancy, Newborn Child and Adopted Child

Pregnancy, Newborn

Child and

Adopted Child

Fact Sheet: Pregnancy, Newborn Child and Adopted Child

Got questions?

If you still have questions after reviewing the information

here, check out UCnet (ucnet.universityofcalifornia.edu).

You’ll nd general information, UC publications and forms,

and details on benet plans. Summary plan descriptions

for UC’s Basic and Voluntary Disability plans are at

ucal.us/disabilitypubs. To review the specic benets

you’re enrolled in, log in to your UCPath online account at

ucpath.universityofcalifornia.edu.

Adding a new member to your family? Congratulations! It’s a

wonderful time, but it can be nerve-racking, too, as you make

preparations both at home and at work. This fact sheet can help

you get ready for the time you’ll be o work for pregnancy,

childbirth or adoption. Getting familiar with how to set up your

time on leave and how your benets coverage works can bring

peace of mind as you prepare for this life-changing event.

This fact sheet covers the various leave provisions available for

taking time o from work, how your disability benets work to

replace wages while you’re on leave during a pregnancy and/or

following childbirth, which UC-sponsored benets you may be

able to continue while on leave caring for your new child, the Pay

for Family Care and Bonding program, and how to enroll the child

in benets.

If you’re a new parent who is not giving birth, most of the

information in this fact sheet applies to you. The exception is the

information about Basic and Voluntary Disability; because you’re

not giving birth, you’re not eligible for pregnancy disability coverage

under these plans. You may, though, be eligible for parental bonding

leave and the Pay for Family Care and Bonding program. For an

example of how various leave options might work for parents who

are not giving birth, please see the example on page 7. If you have

questions, reach out to the individual or oce responsible for

coordinating leaves at your location.

If you’re a sta employee covered by UC’s Personnel Policies for

Sta Members (PPSM), the information in this fact sheet applies

to you.

If you’re a faculty member, please see the Disability Benets for

Faculty Fact Sheet available online (ucal.us/facultydisability) as

well as the family-friendly policies section of the Academic

Personnel Manual (ucal.us/acadfamilyfriendly). You can also

contact your Academic Personnel Oce for more information

about the policies that apply to you.

If you’re governed by a collective bargaining agreement, some

of the information in this fact sheet may not apply to you. Your

local Benets Oce can give you the details.

Before Your Child Arrives: What You Need to Know

Before Your Child Arrives:

What You Need to Know

Federal and state laws, as well as UC policies, determine how

much time you may be able to take o for the birth or adoption

of a baby and be assured your job is waiting for you when you

return. These rules also aect whether you have benets

coverage, and for how long, during your leave.

Whether you receive pay or replacement of your income for any

part of your leave depends on a number of factors—including

whether you are eligible for Pay for Family Care and Bonding

during your parental bonding leave, have accrued sick leave or

vacation days and whether you are enrolled in Basic Disability

only or both Basic and Voluntary Short-Term Disability.

Because there are so many factors to consider in planning your

pregnancy and/or parental bonding leave, it can get compli-

cated. The examples on pages 6 and 7 help explain how leave

and pay provisions work together, but it’s also important to talk

to your supervisor and the individual or oce coordinating your

leave as soon as you can prior to taking your leave.

LEAVE PROVISIONS

The following provisions describe the types of protected leave

available when you are disabled by pregnancy, childbirth and/

or a related medical condition (pregnancy disability leave)

and when you take leave to bond with your newborn or newly

adopted child (parental bonding leave). Parental bonding leave

is available to both mothers and fathers. It is also available for

foster care placements.

Depending on the purpose of your leave and your eligibility

status, your leave may qualify for Family and Medical Leave (FML)

under the federal Family and Medical Leave Act (FMLA), Califor-

nia’s Family Rights Act (CFRA), and/or California’s Pregnancy

Disability Leave Law (PDLL). These statutes provide job protec-

tion while you are on leave and reinstatement rights. They also

require that UC continue to pay the employer portion of your

health insurance premiums during your leave.

ELIGIBILITY

To be eligible for leave under the FMLA and/or CFRA, you need

to have worked at UC for at least 12 cumulative months and

must have worked at least 1,250 hours during the 12 months

immediately before the date you wish to begin FML. To be

eligible for leave under PDLL, you simply need to be employed

and disabled by pregnancy.

LENGTH OF LEAVE

The FMLA and CFRA generally entitle an eligible employee to up to

12 workweeks of leave for qualifying reasons. If your leave qualies

under both statutes, it runs concurrently under both. Pregnancy

disability leave qualies under the FMLA and PDLL, but not under

CFRA. Parental bonding leave qualies under both the FMLA and

CFRA, provided that the leave is taken within 12 months of the

birth of your child or, in the case of an adoption or foster care

placement, within 12 months of the child’s placement with you.

Under PDLL, you may take up to 4 months of medically neces-

sary leave for disability related to pregnancy, childbirth and/

or a related medical condition. You may also use this leave for

prenatal care. If you are eligible for leave under the FMLA, the

rst 12 workweeks of your pregnancy disability leave will run

concurrently under the FMLA and PDLL; the remainder of the

leave up to the 4-month maximum will be only under PDLL. If

you are not eligible for leave under the FMLA, your pregnancy

disability leave will only be under PDLL for the entire leave.

If you are a birth parent and eligible for leave under the FMLA

and CFRA, your leave entitlement under CFRA will not be used

during the pregnancy disability portion of your leave. Therefore,

you may have up to 12 workweeks of leave available under CFRA

to use for parental bonding after the pregnancy disability

portion of your leave concludes. Please note that if you return to

work after your pregnancy disability leave and decide to take

parental bonding leave later, you may need to satisfy the

eligibility requirements described earlier.

BENEFITS DURING LEAVE

You may continue certain benets while you are on leave under the

FMLA, CFRA and/or PDLL, and UC will continue to pay its portion

of your medical, dental and vision plan premiums (see Table 1).

If you are on pay status during your leave—because you are

using Pay for Family Care and Bonding or accrued sick leave,

vacation, Paid Time O (PTO), or Compensatory Time O

(CTO)—your portion of the premiums will continue to be

deducted from your paycheck as usual. If you choose to continue

benets during an unpaid leave, you’ll receive billing statements

from UCPath once you’re placed on unpaid leave.

SUPPLEMENTAL FAMILY AND MEDICAL LEAVE FOR STAFF

If you’re a sta employee covered by Personnel Policies for Sta

Members (PPSM) and have already used up your leave entitlement

under the FMLA, CFRA and/or PDLL but need more time o for the

same reason, you may be able to receive Supplemental Family and

Medical Leave for up to 12 additional workweeks or until the end

of the calendar year, whichever occurs rst. However, your

aggregate absence from work for pregnancy disability leave,

parental bonding leave, and Supplemental Family and Medical

Leave generally may not exceed seven months in a calendar year.

UC’s health premium contributions don’t continue during Supple-

mental Family and Medical Leave. For more information, please see

policy.ucop.edu/doc/4010406/PPSM-2-210.

FAMILY ACCOMMODATIONS FOR ACADEMIC APPOINTEES

If you’re an academic appointee, you may be eligible for time o

under a policy known as Family Accommodations for Childbearing

and Childrearing. You’ll nd information in the Academic Personnel

Manual at www.ucop.edu/academic-personnel-programs/_les/

apm/apm-760.pdf. Or check with your local Academic Personnel

Oce.

Before Your Child Arrives: What You Need to Know

LEAVE WITHOUT PAY

If you need additional time o following leave under the FMLA,

CFRA and PDLL, you have other options, depending on your

appointment and your situation. Check with the person or oce

coordinating your leave to nd out about the options available

to you. And see the Leave Without Pay Fact Sheet at ucal.us/

leavewithoutpay.

WILL I BE PAID WHILE ON LEAVE?

You may be able to receive pay or income replacement for some

or all of your leave, depending on a number of factors. Here are

the options.

DURING PREGNANCY DISABILITY LEAVE: BASIC AND

VOLUNTARY SHORT-TERM AND/OR LONG-TERM

DISABILITY

If you’re an employee with full, mid-level or core benets, you’re

eligible for Basic Disability. For expanded coverage, you must be

enrolled in and paying premiums for Voluntary Short-Term and/

or Voluntary Long-Term Disability.

Under these plans, pregnancy disability is dened as the period

that a person is unable to work due to pregnancy and/or child-

birth. (If you’re adopting, you’re not eligible for pregnancy disabil-

ity benets.) Generally, disability benets begin two weeks before

your expected delivery date and continue for six weeks after the

birth of your child (eight weeks if you have a caesarian section).

If your delivery is late, the disability plans allow for a longer

prepartum period. (Your doctor will need to verify your delivery

date.) If it’s medically necessary for you to take more time away

from work—for instance, if your doctor puts you on bed rest for

the last several weeks of your pregnancy—the disability plans may

provide a longer period of disability income. Depending on your

situation, it may be possible to take pregnancy disability leave on

an intermittent basis, or as part of a reduced work schedule.

The portion of your pay that you’d receive during pregnancy

disability leave covered by disability plan benets depends on

the type of coverage you select. The options are:

Basic Disability

This plan covers up to 55% of your eligible monthly

earnings to a maximum of $800 per month. You’re covered at no

cost to you. The six-month benet period includes a 14 calendar

day waiting period before you begin receiving benets, and you

must use up to 22 days of sick leave, if available. While you’re

receiving Basic Disability income, UC continues to pay its

portions of your medical, dental, vision and life premiums.

Voluntary Short-Term and/or Long-Term Disability

Voluntary Short-Term and/or Long-Term Disability plans oer

more comprehensive coverage than Basic Disability—60% of

your eligible earnings, with a maximum benet of $15,000 per

month. The start date and duration of your benets depend on

the type of coverage you choose.

As with Basic Disability, the six-month benet period for Volun-

tary Short-Term Disability includes a 14 calendar day waiting

period, and you must use up to 22 days of sick leave, if available.

Since benets last for 6 months, this is a good option to cover a

standard pregnancy leave, along with other short-term needs such

as illnesses, minor surgeries, etc. Since Voluntary Short-Term

Disability coverage is employee-paid and supplements Basic

Disability coverage, the income you receive is partially taxable.

Voluntary Long-Term Disability benets don’t start until six

months after your date of disability or when Voluntary Short-

Term Disability benets end, whichever is later, and benets can

last until your Social Security normal retirement age. This type

of plan doesn’t pay for the rst six months of disability, so it will

not oer benets during a standard pregnancy leave.

Three key things to know about Voluntary Disability and

pregnancy:

• It’s often a really good idea to sign up. This plan allows you to

replace substantially more of your salary during your time o.

• It’s wise to choose Voluntary Short-Term Disability or both

Voluntary Short-Term and Long-Term Disability. Remember

that for most pregnancies, the disability period begins two

weeks before birth and ends six weeks after birth. If you opt

for Voluntary Long-Term Disability only, you’re unlikely to

receive voluntary disability benets for your pregnancy.

• It’s to your advantage to enroll when you’re rst hired. If

you’re considering having a baby, it’s best to sign up during

your period of initial eligibility, or PIE—usually a 31-day

period that starts on your hire date. If you try to enroll or add

coverage later, you’ll have to submit a statement of health,

which could disqualify you based on a current or preexisting

medical condition (including pregnancy). Unlike other

benets, Voluntary Disability isn’t usually open for enrollment

during UC’s annual Open Enrollment period.

SICK LEAVE AND VACATION

During Pregnancy Disability Leave

You have the option to use any accrued vacation days during a

leave for this purpose. If you’re a sta employee covered by

PPSM or an academic appointee covered by the Academic

Personnel Manual (APM), you also have the option to use any

accrued sick leave. (Most pregnant employees use accrued sick

leave during the disability plan’s required waiting period before

wage replacement begins.) Otherwise, please refer to the

University policy or collective bargaining agreement that applies

to you to determine whether using accrued sick leave is optional

or required before taking this type of leave as unpaid.

During Parental Bonding Leave

If you’re a sta employee covered by PPSM, you may use any

accrued vacation days and up to 30 days of accrued sick leave for

this purpose each calendar year. If you’re an academic appointee

covered by the APM, you may use any accrued vacation days for

this purpose. Otherwise, please refer to the University policy

or collective bargaining agreement that applies to you regard-

ing options and requirements related to the use of accrued sick

leave and vacation.

DURING PARENTAL BONDING LEAVE: PAY FOR FAMILY

CARE AND BONDING

Family and Medical Leaves (FML) that qualify for the Pay for

Family Care and Bonding (PFCB) option are those leaves taken

under the FMLA and/or CFRA for qualifying reasons including

parental bonding. (PFCB is not available during a pregnancy

disability leave.) The PFCB pay option provides 100% of an em-

ployee’s eligible earnings for up to eight workweeks per calendar

year.

To be eligible to use the PFCB pay option during an FML leave

for parental bonding, the leave must be taken in a block of at

least one workweek.

If you elect to use PFCB for a qualifying FML block leave rather

than using paid leave accruals or taking the leave without pay,

you must continue to use PFCB until you either exhaust your full

eight workweeks of PFCB for the calendar year or that qualify-

ing FML block leave ends. If your qualifying leave ends before

you have used the full eight workweeks of PFCB for the calendar

year, the remainder is available to use during a qualifying FML

block leave later in the calendar year.

For additional information, refer to:

• Academic appointees—Academic Personnel Manual 715

(Leaves of Absence/Family and Medical Leave)

• Policy-covered sta employees—Personnel Policies for Sta

Members 2.210 (Absence from Work)

• Represented employees—contact your local Labor Relations oce

These examples show how dierent types of leave and disability

benets may combine during a variety of pregnancy, childbirth

and adoption scenarios to provide time o. They also show how

much pay you earn and whether UC’s contributions to health

benets continue.

Before Your Child Arrives: What You Need to Know

Before Your Child Arrives:

What You Need to Know

Baby born

EXAMPLE 1:

An uncomplicated pregnancy and delivery

Robin plans to begin pregnancy disability leave two weeks before the baby is due. Robin is enrolled in Voluntary Short-Term Disability

and is eligible for leave under the FMLA and CFRA and for income replacement from PFCB. Robin has three days of accumulated sick

leave and ten days of vacation and plans to use ten days of accrued paid leave during the disability waiting period. Robin had an uncom-

plicated delivery on June 5, midway through Week 3 of the disability period. Following is the timeline for Robin’s leave.

Week Weeks 1 through 2 Weeks 3 through 9.5 Weeks 9.5 through 12 Weeks 13 through 15

• Waiting Period:

3 days of sick leave,

7 vacation days

• Pay and benets

continue as usual

• 60% of eligible earnings through

Basic and Voluntary Short-Term

Disability (partially subject to

income tax)

• Robin pays employee portion of

premiums to continue benets

• UC continues to pay its portion of

premiums for medical, dental, vision

and life insurance benets

• 100% of eligible earnings

through PFCB

• Robin’s portion of

premiums to continue

benets are deducted from

PFCB income

• UC continues to pay its

portion of premiums for

medical, dental, vision and

life insurance benets

• 100% of eligible earnings

through PFCB

• Robin’s portion of

premiums to continue

benets are deducted from

PFCB income

• UC continues to pay its

portion of premiums for

medical, dental, vision and

life insurance benets

• Pregnancy disability leave under FMLA and PDLL • Parental bonding leave

under FMLA and CFRA

• Parental bonding leave

under CFRA

Date eligibility for disability benets begins*

* Under UC-sponsored disability plans, the date of disability is the date determined by the insurance carrier that the plan member is unable to continue working.

Before Your Child Arrives: What You Need to Know

EXAMPLE 2:

A complicated pregnancy and delivery

Medical problems related to pregnancy require Fadhili to stop working and go on bed rest at the end of the fth month of pregnancy.

Fadhili is eligible for leave under the FMLA and CFRA and is enrolled in Voluntary Short-Term Disability. During the disability waiting

period, Fadhili exhausts all paid leave accruals. Fadhili has a caesarian delivery on March 1 (Week 16 of the leave) and continues to be

disabled for eight weeks after delivery. Fadhili is eligible for PFCB and decides to use it during parental bonding leave after disability

benets end. Following is the timeline for Fadhili’s leave.

Week Weeks 1 through 2 Weeks 3 through 12 Weeks 13 through 16 Weeks 17 through 24 Weeks 25 through 28

• Waiting Period:

8 days of sick leave,

2 vacation days

• Pay and benets continue

as usual

• 60% of eligible earnings through Basic and Voluntary Short-Term

Disability (partially subject to income tax)

• Fadhili pays employee portion of premiums to continue benets

• UC continues to pay its portion of premiums for medical, dental, vision

and life insurance benets

• 100% of eligible

earnings through PFCB

• Fadhili’s portion of

premiums to continue

benets are deducted

from PFCB income

• UC continues to

pay its portion of

premiums for medical,

dental, vision and life

insurance benets

• Pregnancy disability leave under FMLA and PDLL • Pregnancy

disability leave

under PDLL

• Parental bonding leave under CFRA

Date eligibility for disability benets begins*

* Under UC-sponsored disability plans, the date of disability is the date determined by the insurance carrier that the plan member is unable to continue working.

EXAMPLE 3:

Parental bonding leave for parents who have not given birth

Jaime, a sta employee covered by PPSM, is adopting a newborn on March 31. Jaime is eligible for parental bonding leave under the

FMLA/CFRA, and has accrued 10 days of sick leave and 10 vacation days. Jaime decides to take 24 weeks of parental bonding leave, us-

ing 12 weeks of statutory FML followed by 12 weeks of Supplemental FML. Jaime uses PFCB during the rst 8 weeks, then uses accrued

sick leave and vacation, and then takes the remainder of the leave without pay.

Week Weeks 1 through 8 Weeks 9 through 12 Weeks 13 through 24

• 100% of eligible earnings through

PFCB

• Pay and benets continue as usual

• Remains on pay status, using accrued

sick leave and vacation

• Pay and benets continue as usual

• Leave is unpaid

• To continue benets, Jaime must pay

employer and employee portion of

premiums

• Parental bonding leave under FMLA

and CFRA

• Parental bonding leave under FMLA

and CFRA

• Parental bonding leave as

Supplemental FML under the Absence

from Work policy

Baby born

Continuing Your Benets:

What You Need to Know

Before Your Child Arrives: What You Need to Do, Continuing Your Benets: What You Need to Know

Before Your Child Arrives:

What You Need to Do

REVIEW YOUR OPTIONS FOR TIME OFF

At least 30 days before you think you’ll need time o for

pregnancy disability and/or parental bonding, talk to your

manager to give notice. Contact the individual or oce respon-

sible for coordinating leaves to discuss your options for time o,

arrange to continue your benets during your leave and apply

for disability benets if you are pregnant.

ADOPTIVE PARENTS: UNDERSTAND YOUR ADOPTION

ASSISTANCE PLAN BENEFITS

UC oers an Adoption Assistance Plan to support eligible faculty

and sta employees who wish to expand their immediate fami-

lies through adoption. Employees who are eligible pay for their

adoption expenses and then submit claims for reimbursement

after the adoption is nalized. The Plan provides reimbursement

of up to $5,000 per adoption for qualied expenses such as

agency fees, legal fees and court costs. Learn more at ucal.us/

adoptionassistance.

PARENTS WHO ARE GIVING BIRTH: SUBMIT YOUR CLAIM

FOR DISABILITY BENEFITS

Here are the steps to take to get your pregnancy disability

benets started, if you’re eligible for disability coverage:

STEP 1:

See your doctor. To receive benets, you need to have your

physician certify the date your pregnancy disability began.

STEP 2:

File your claim online and check on its status at

mylincolnportal.com [code: UNIVERSITY]. You can also call

Lincoln at 800-713-7384 to initiate a claim over the phone. For

more details about the claims process, please see Your Guide to

Filing for Disability, at ucal.us/disabilitypubs.

STEP 3:

Tell the insurance carrier when your baby is born. You can

report the baby’s birth to Lincoln Financial online at their

mobile-friendly site, mylincolnportal.com. Create an account

(using the claim number you were given when you rst

submitted your maternity claim), choose “Report a Birth” and

ll in the requested elds.

WHILE ON PAY STATUS

If you are being paid by UC during an approved Family and

Medical Leave (FML)—by using PFCB, accrued sick leave,

vacation, Paid Time O (PTO) and/or Compensatory Time O

(CTO)—you are considered to be on “pay status.” Your benets

will continue and your premiums will continue to be deducted by

UCPath.

IF YOU ARE NOT ON PAY STATUS

The information on pages 9 and 10 summarizes the benets you

may and may not continue while you are on an approved leave

and you are not on pay status with UC, the costs of continuing

benets, and what you’ll need to do.

Since you won’t be receiving a paycheck from UC, you’ll need to

make arrangements with UCPath before your leave to pay any

premiums while you are on leave.

Remember that when you’re making changes to your benets, it’s

your responsibility to meet the deadlines set by UC and the insur-

ance carriers. Be sure to leave yourself enough time to do this.

For benets you choose not to continue (or if you don’t pay your

premiums on time while you’re on leave and not being paid by

UC), your coverage will end on the last day of the last month for

which premiums or contributions have been paid.

You won’t accrue vacation or sick leave while on leave without

pay. For additional details, see the personnel policy or collective

bargaining agreement that applies to you.

If you have a service credit purchase in progress, your payroll

deductions will end when you go o pay status.

Continuing Your Benets: What You Need to Know

TABLE 1—BENEFITS YOU CAN CONTINUE WHILE ON APPROVED LEAVE AND NOT BEING PAID BY UC

Benet Length Cost to you What you need to know

Medical While on approved leave: Up

to 2 years

You will pay your portion of the

medical premium for the

duration of any of the following:

• The six month Basic/Voluntary

Short Term Disability period

• The four month PDLL period

• The 12 week FMLA or CFRA

period

If you are still on leave after

exhausting the above, you will

pay the full premium (your

portion and UC’s).

If you are o pay status while on leave, you will need to

pay your portion of premiums through UCPath.

If you’re enrolled in the UC Health Savings Plan, you

can continue to use the funds from your Health Savings

Account (HSA) to pay eligible expenses. You may also

continue to contribute to your HSA while you are

enrolled in the plan.

Dental, Vision Up to 2 years While on leave under the FMLA,

CFRA and/or PDLL: no cost

(coverage paid entirely by UC)

After that (while on approved

leave): Full premium

If your leave is under the FMLA, CFRA, and/or PDLL,

UC’s contributions to the cost of premiums continue

throughout that period. After that (while on approved

leave), you will need to pay the full premiums through

UCPath to continue benets.

Accident, Critical

Illness and Hospital

Indemnity; Legal

Up to 2 years Your premium N/A

Basic, Core Life Up to 4 months, beginning the

month after your leave begins

None N/A

Supplemental Life Up to 2 years Your premium. If you become totally disabled while enrolled, you may

qualify to continue your coverage without paying the

premium. Contact the carrier for information.

Basic Dependent

Life, Expanded

Dependent Life

Up to 4 months (up to 2 years

if you continue Supplemental

Life)

Your premium N/A

Accidental

Death and

Dismemberment

(AD&D)

Up to 2 years Your premium N/A

Health Flexible

Spending Account

If you continue participation,

eligible expenses you incur

during your leave are

reimbursable. If you do not

continue participation, only

expenses incurred through the

end of the last pay period in

which you contributed are

reimbursable.

If you are on an unpaid

approved leave, you may

continue coverage but suspend

contribution payments during

your leave, provided you return

to work in the same plan year.

If you continue coverage under

COBRA, you may make after-tax

contributions through the end

of the plan year (Dec. 31).

Before your leave begins, complete the appropriate form

for your location to continue or cancel your coverage and

choose a payment option for when you return to work.

You can keep the same monthly contribution, which will

reduce the annual amount you put in, or increase your

monthly contribution to make up for contributions you

missed while on unpaid leave. Contact the individual or

oce coordinating your leave for details.

Be sure to submit your claims to WEX by the ling

deadline. If you are enrolled through the end of the

plan year (Dec. 31), you may carry over up to $610 of

unused funds to the next plan year.

Pet/Auto/Home/

Renters insurance

To end of contract year Your premium You’ll pay premiums to the insurance company directly.

Contact the insurance company for information.

Bright Horizons

Caregiving Services

Length of your leave None You pay only for the services of any caregiver you hire.

Continuing Your Benets:

What You Need to Know

Continuing Your Benets: What You Need to Know

TABLE 2—BENEFITS YOU CANNOT CONTINUE WHILE ON APPROVED LEAVE AND NOT BEING PAID BY UC

Benet When coverage ends What you need to know

Basic, Voluntary Short-Term

and Voluntary Long-Term

Disability (for coverage of

disabilities other than the

current pregnancy)

Coverage ends the last day of “active employment”

as dened in the Basic, Voluntary Short-Term and

Voluntary Long-Term Disability Plan booklets.

You don’t need to continue paying premiums for

Voluntary Disability coverage while you are receiving

disability benets. Your payments will be discontinued

when you’re placed onto an unpaid leave or a paid leave

that does not allow for continuation of these plans.

Business Travel Accident

Insurance,

Workers Compensation

Last active day at work before disability or leave begins N/A

Dependent Care Flexible

Spending Account

Contributions and coverage stop during leave without

pay.

You can still be reimbursed for eligible expenses you

incurred through the end of the pay period for which

you made your last contribution. Be sure to submit your

claims to WEX by the ling deadline; otherwise you’ll

lose any money left in your account.

Tax Savings on Insurance

Premiums (TIP)

Pretax contributions stop during leave without pay. Monthly premiums you may be paying to continue

your health coverage will be made on an after-tax basis.

Check with your accountant about deducting them

from your taxes.

Parking/Commuter Contributions and coverage stop during leave without

pay.

N/A

Unemployment Insurance Last active day at work N/A

ScholarShare Your payroll deductions stop during leave without pay. N/A

Continuing Your Benets: What You Need to Do, More Options for Continuing Your Benets

MOST IMPORTANT:

For any benets you choose to continue, contact UCPath to

arrange to pay your monthly premiums, as needed. You should

do this as soon as you know you want to continue your benets.

If your leave is an approved leave under the FMLA, CFRA and/

or PDLL, you have the option to continue being reimbursed for

eligible expenses if you’re participating in the Health Flexible

Spending Account (Health FSA). To set this up, you’ll need to ll

out the appropriate form for your location.

LET UC KNOW YOUR CURRENT ADDRESS

If your health plan covers only a certain service area, a change in

your permanent address could aect your eligibility. So be sure

to keep UC posted on your correct address.

If you’ll be living elsewhere for more than two months during

your leave, and you’d like to transfer to a UC-sponsored medical

or dental plan in your new location, contact your local Benets

Oce. You’ll need to transfer within 31 days of the date you

leave the original service area. And check with your medical

and dental plan carrier about whether you, and/or eligible

family members, need to select a new primary care physician

or dentist.

COBRA AND CALCOBRA

If you don’t return to work, you (and/or eligible family members)

may have the option to continue medical, dental, vision,

employee assistance program and health exible spending

account benets under COBRA or CalCOBRA. The federal

COBRA period runs for 18 months; if you have exhausted this

coverage period, you and/or eligible family members may be

able to extend your UC-sponsored medical coverage under

CalCOBRA for up to an additional 18 months, depending on

your medical plan. CalCOBRA is not available for UC Care, UC

Health Savings Plan and Core.

You may also want to explore your options through the health

insurance marketplace established under the Aordable Care

Act. In California, you can nd information at coveredca.com or

call 800-300-1506.

Though it’s not required, UC will oer COBRA continuation

coverage to eligible enrolled domestic partners, and/or domestic

partner’s children or grandchildren. See the “Eligible Relatives”

chart on pages 13–14 of A Complete Guide to Your UC Health

and Welfare Benets (ucal.us/healthguide) for details on family

members who may qualify.

Deadlines: You’ll need to apply no later than 60 days from

the date you lose coverage by reason of a qualifying event, or

60 days from the date you receive notice of your continuation

rights—whichever is later. Talk with your local Benets Oce

about how to apply, or go to ucal.us/COBRA.

CONVERTING TO AN INDIVIDUAL POLICY

For certain plans—medical, legal, Basic Life, Supplemental

Life, Basic Dependent Life, Expanded Dependent Life, Senior

Management Life and Accidental Death and Dismemberment

(AD&D)—you may be able to convert your UC- or COBRA-

sponsored coverage to an individual policy. Note that convert-

ing to an individual policy may provide you with fewer benets

than you’d have by continuing coverage through UC. You can’t

convert dental or vision benets to an individual policy.

Deadlines: You need to apply for conversion no later than 31

days after your UC-sponsored coverage ends. If you’ve extended

your medical coverage under COBRA and want to apply for

conversion after the COBRA period, you need to do so within

31 days after your COBRA coverage ends. (This assumes your

coverage has been continuous; if you no longer have coverage,

then you’re not eligible to convert to an individual policy.)

To learn about applying for conversion coverage, see

ucnet.universityofcalifornia.edu. You’ll also nd information

there about applying for Life and AD&D coverage.

More Options for

Continuing Your Benets

Continuing Your Benets:

What You Need to Do

More Options for Continuing Your Benets, Retirement and Savings: How They’re Aected by Your Leave

Retirement and Savings: How

They’re Aected by Your Leave

MAKING YOUR LIFE, ACCIDENT, CRITICAL ILLNESS AND/

OR HOSPITAL INDEMNITY INSURANCE PORTABLE

If you’re enrolled in Supplemental Life, Basic Dependent Life,

Expanded Dependent Life, Accident, Critical Illness and/or

Hospital Indemnity insurance, you may be eligible to continue

coverage with the same benets, provisions and premium rates

as the UC-sponsored plans.

Deadline: You’ll need to apply for the portability benet within

31 days after the date your coverage ends. Contact UCPath with

questions about how to apply.

PRIMARY RETIREMENT BENEFITS, CAP AND SERVICE

CREDIT

During any portion of your approved leave when you are

receiving pay from UC, contributions toward your primary

retirement benets will continue and you will continue to accrue

retiree health service credit and University of California

Retirement Plan (UCRP) service credit, if applicable.If you

receive PFCB, you will receive 100% of the retirement service

credit you would have earned in your normal work eort.

During any portion of your leave when you are not receiving pay,

contributions toward your primary retirement benets will stop.

You will also stop accruing retiree health service credit and

UCRP service credit, if applicable.

During your leave, your UCRP or Savings Choice contributions

and any Capital Accumulation Provision (CAP) balance you may

have will remain on deposit. You don’t have the option to

withdraw them. You’ll still be eligible for any UCRP benets that

you were eligible for when your leave began.

If you have a UCRP service credit purchase in progress, your

payroll deductions will stop if you go o pay status. Once you

return to pay status, your retirement plan contributions and

retirement savings deductions will start up again automatically,

and you will start accruing service credit again. At some

locations, deductions for a UCRP service credit purchase in

progress resume automatically. At other locations, you may need

to reactivate them. Check with your Benets Oce about the

requirements at your location.

RETIREMENT SAVINGS PROGRAM

Contributions to the Retirement Savings Program (the DC Plan,

403(b) Plan and the 457(b) Plan) stop with your last paycheck.

When you return to work, your retirement savings deductions

begin automatically.

403(B) LOANS

If you have taken a loan through the 403(b) Plan, within 90 days

of your last day on pay status, you may:

• Make monthly payments

• Make a full payment covering the period you’ll be o pay

status

• Repay the total outstanding amount of the loan before you go

o pay status

• Suspend 403(b) loan repayments for up to 12 months during

your disability leave

More Options for

Continuing Your Benets

Tip

If you want to cover your new child in your UC-sponsored

insurance plans, complete the UC enrollment process

through UCPath within 31 days. Forms completed through

your doctor, hospital or the plan itself are not sucient. If

you have questions, contact your leave coordinator.

For details on how to arrange these options, contact Fidelity

Retirement Services at myUCretirement.com, or 866-682-7787.

When you return to work, you may need to resume payments.

Depending on the terms of your loan, your payment amount

may change, as you may need to repay the same amount over

a shorter period. At some locations, your payments will restart

automatically. At others, you’ll need to contact your local Payroll

Oce to get them started again.

If you leave UC employment, you must repay your loan in full

or arrange to make payments within 90 days from the date your

employment ends.

SOCIAL SECURITY

If you’re receiving Basic Disability income, both you and UC

contribute to Social Security based on your disability income. If

you’re receiving Voluntary Disability income, neither you nor UC

contribute.

UPDATE YOUR BENEFITS

ENROLL YOUR CHILD

You have 31 days after the birth to add your child to your

benets. For adopted children, the 31-day period starts the date

you take physical custody of the child or the date you have the

legal right to control the child’s health care, whichever is earlier.

Coverage for the child will start on the child’s date of birth or

adoption.

During this 31-day period, you may also enroll yourself and other

eligible family members in health plans (if not enrolled), change

health plans, or enroll or increase your coverage in Supplemental

Life.

If you miss this deadline, you can still enroll your child in your

medical plan at any time, but there will be a 90-day waiting

period before the child can receive any benets. For some plans,

if you miss the 31-day window you must wait to enroll the child

during Open Enrollment, which is usually in November.

If you’re already enrolled in Basic or Expanded Dependent Life

with child coverage, your child will be covered automatically

24 hours after birth. Adopted children are covered from the date

of adoption.

If you’re enrolled in an HMO and choose a primary care

physician for your child, and the physician is part of a dierent

medical group than the primary care doctor of the parent who

gave birth, please contact your medical plan. The plan may

require the child to be enrolled in the same medical group as the

parent who gave birth until the rst of the month after the birth.

In some plans, the child’s primary care doctor for the rst 31

days must be the doctor of the parent who gave birth. Check

with the plan to nd out when you may select a new primary

care physician for your child.

You may also want to enroll in the Health and/or Dependent

Care Flexible Spending Accounts. If you’re already enrolled,

you can increase your contributions, if you want. For more

information, see the Family Changes Fact Sheet at

ucnet.universityofcalifornia.edu/forms/pdf/family-changes.pdf.

As part of the enrollment process, you’ll be asked to provide

documentation to verify your new family members’ eligibility for

coverage. (You’ll nd more information about this at ucal.us/fmv.)

During Your Time O: What You Need to Do

During Your Time O:

What You Need to Do

Tip

Adding your child to your benets in UCPath is a two-step

process. First, go to “Life Events” to add your child as a

dependent. Next, go to each plan in which you want to enroll

your child and check the box next to your child’s name. Make

sure to follow all steps to submit your enrollment.

After your elections are complete, you will receive a submis-

sion conrmation statement via email. Contact UCPath if

you have questions.

During Your Time O: What You Need to Do, When You Return to Work

Note also that if a family member loses eligibility for benets

during your leave, you’re responsible for disenrolling that person

on UCPath. If you don’t do this, you or your family member may

be liable for the full cost of coverage for the period during which

the family member was not eligible.

UPDATE YOUR BENEFICIARIES

You may want to include your new child as a beneciary of

your benets, too. You can update beneciaries for the UC

Retirement Plan (UCRP), life insurance and AD&D by going to

UCnet and signing in to your UC Retirement At Your Service

(UCRAYS) account. For your 403(b), 457(b) and DC Plan

accounts, update beneciaries by signing in to your account on

myUCretirement.com. If you’re enrolled in the UC Health

Savings Plan, you may update your HSA beneciaries at

healthequity.com/ed/uc.

When you come back to work after pregnancy disability leave,

you have the right to be reinstated to the same position, in

most circumstances. If you’re returning from parental bonding

leave under FMLA and/or CFRA, you have the right to come

back to the same position or, at the department’s discretion, an

equivalent position. After Supplemental FML, you may return to

the same position or, at the department’s discretion, to a similar

one. Talk with your supervisor about your specic situation.

You begin accruing vacation and sick leave again once you return

to pay status if you’re eligible.

RESTARTING YOUR BENEFITS—WHAT YOU NEED TO DO

Contact your leave coordinator as soon as you return to work.

At a minimum, you’ll need to review your benets within 31 days

after you return to work. When you return, you’ll need to follow

the appropriate process to restart your benets. If you return

to work in a new appointment, that appointment will determine

your benets eligibility.

The chart on pages 16 and 17 shows what happens to benets

once you’re back at work and what actions you need to take to

restart them or make other changes.

For benets you opted not to continue, there’s a deadline

for starting them up again. It’s generally within 31 days of your

return to work, based on your Period of Initial Eligibility (PIE).

Your PIE is the time during which you (and/or eligible family

members) are allowed to enroll in UC-sponsored benet plans.

After a leave, your PIE starts the rst day of eligibility (for

example, the day you return to work or pay status). It ends 31

days later, or, if the 31st day falls on a weekend, on the next

working day. UC denes a working day as a normal business day

(Monday through Friday, excluding holidays) for UCPath.

The specics of re-enrollment vary depending on the length of

your leave:

• If your leave of absence is less than 120 days or you return

in a new plan year, you’ll need to complete a Health Benets

Reinstatement Form and submit it to the UCPath Center.

• For unpaid leaves greater than 120 days, you will be notied

via email to enroll via UCPath Online.

Regardless of the length of your leave, it’s important to re-enroll

in benets within your PIE. If your leave was 120 days or more,

you may need to provide documentation to verify your relation-

ship with your enrolled family members.

During Your Time O:

What You Need to Do

When You Return to Work

If you miss the PIE window for enrollment, some benet

plans allow you to enroll during Open Enrollment, usually in

November. For other plans, though, you may be required to

submit a statement of health to the insurance company, with

no guarantee that you’ll be accepted. That’s why it’s best to sign

up during your PIE upon returning from leave.

ARRANGE FOR CHILDCARE

Most UC faculty and sta have free access to Bright Horizons

Care Advantage and its Sittercity database of childcare

resources. The database includes resources for both fulltime care

and emergency backup care. UC gives you free access, then you

nd the caregiver and arrange for care and payment. To learn

more, check out ucal.us/familycare. You may also nd onsite

childcare or information about local childcare resources at

your UC location.

FIND OUT ABOUT RESOURCES FOR NURSING PARENTS

UC’s family-friendly environment includes support for parents

who are breastfeeding. There is private space available for

lactation purposes at all UC locations, and the university will

provide lactation break time for nursing parents. For more

information, please contact your location’s Human Resources

oce.

SET UP PAYROLL DEDUCTIONS FOR COLLEGE SAVINGS

ScholarShare is California’s 529 college savings plan. You can

make contributions to ScholarShare through payroll deduction.

Visit the ScholarShare website (scholarshare.com) for more

information and the payroll deduction form for UC employees.

SERVICE CREDIT PURCHASES

You might want to consider purchasing UCRP service credit for

the time you were on leave. Generally, the cost of a service credit

purchase depends on when the leave occurred, its length, your

age and how long you wait to elect the purchase. The sooner you

start this process, the less it will cost you. (For more details

about service credit purchases, see the UCRP Service Credit

Purchase Guide, at ucal.us/purchase.) Savings Choice participants

do not have the option to purchase retiree health service credit.

Deductions for a UCRP service credit purchase that was in

progress before you began your leave should restart automati-

cally when you return to work. If not, though, you’ll need to

contact your local Payroll Oce to get them started again.

Depending on the length of your leave, you may owe additional

interest on a purchase in progress for the period of your leave. If

so, you will be oered a separate payment plan election for the

additional amount due (to be repaid after the original purchase is

completed).

Tip: Check your enrollments

Once you have returned from leave, be sure to review your

rst pay stub or your Benets Summary page via UCPath

online to ensure you are enrolled in the benets you have

chosen. If questions or problems crop up, contact UCPath

right away.

Returning to Work

TABLE 3 — YOUR BENEFITS WHEN YOU RETURN TO WORK

Benet What happens when you return What you need to do Deadline

Medical, Dental,

Vision

If you retained coverage while on leave, it

should continue when you return to work.

If you didn’t continue coverage, you may

re-enroll in the same plans with the same

coverage as before if your leave was less

than 120 days and it ends in the same plan

year in which it began.

If your leave was 120 days or more, you may

enroll in any UC-sponsored plans for

which you’re eligible. You may be asked to

document family members’ eligibility.

If you’re enrolled in the UC Health Savings

Plan, contributions to the Health Savings

Account resume automatically.

The UCPath Center will assess the length

of the leave and determine if any election

changes occurred, then email you to inform

you of your reinstatement options.

If you’ve been out of your medical or dental

plan’s service area, you may transfer back

to your previous plan. You may also need to

choose a new physician and/or dentist.

You can conrm, change or stop your

Health Savings Account contributions on

UCPath.

Within 31 days after

your return to work

Accident, Critical

Illness and Hospital

Indemnity

If you continued coverage during your

leave, it should continue. If you didn’t, and

your leave was less than 120 days, you may

re-enroll in the same plans with the same

coverage as before. If your leave was 120 days

or more, you may enroll in any UC-sponsored

plan(s) for which you’re eligible.

Contact UCPath to nd out if you need to

re-enroll.

Within 31 days after

your return to work

Legal If you continued coverage while on leave, it

should continue. If you didn’t continue

coverage, you may re-enroll when you return.

Contact UCPath to nd out if you need to

re-enroll.

Within 31 days after

your return to work

Basic Life, Core Life Coverage resumes automatically No action needed None

Supplemental Life,

Basic Dependent Life,

Expanded Dependent

Life

If you continued coverage during your leave,

it should continue.

If you didn’t and your leave was less than

120 days, you may re-enroll in the same

plans with the same coverage as before. If

your leave was 120 days or more, you may

enroll in any UC-sponsored plans for

which you’re eligible. You may be asked to

document family members’ eligibility.

Contact UCPath to nd out if you need to

re-enroll.

Within 31 days after

your return to work

Accidental Death and

Dismemberment

If you continued coverage, it should

continue. If you didn’t, you may re-enroll at

any time.

Contact UCPath to nd out if you need to

re-enroll.

None

Health Flexible

Spending Account

If you continued participation, your

contributions for the rest of the plan year

will be automatically adjusted according to

the contribution option you chose before

your leave. If you didn’t, and your leave was

less than 120 days, you may re-enroll for the

rest of the plan year and your annual

contribution must be the same as before

your leave. If your leave was 120 days or

more, you may enroll for the rest of the year

and choose a new annual contribution.

To re-enroll, contact UCPath. Within 31 days after

your return to work

Returning to Work

TABLE 3 — YOUR BENEFITS WHEN YOU RETURN TO WORK

Benet What happens when you return What you need to do Deadline

Auto/Home/

Renters insurance

If you continued coverage, you may resume

payroll deductions. If not, you may re-enroll

at any time.

To resume payroll deductions, contact

UCPath. To re-enroll, contact the

insurance company.

None

Bright Horizons

Caregiving Services

You may use this benet again when you

return to an eligible position.

No action needed None

Basic Disability Coverage resumes automatically on your

rst full day actively at work.

No action needed None

Voluntary Short-Term

and/or Long-Term

Disability

If your leave is less than 120 days, you will be

automatically re-enrolled into your previous

Basic and Voluntary Disability plans. If your

leave is 120 days or longer, you will have a PIE

to enroll via UCPath online in Voluntary

Short-Term Disability, Long-Term Disability

or both.

If you need to re-enroll, you can do so via

UCPath online.

Within 31 days after

your return to work

Business Travel

Accident Insurance,

Workers Compensation

Coverage resumes automatically on your

rst full day actively at work.

Nothing None

Dependent Care

Flexible Spending

Account

If your leave was less than 120 days, you may

re-enroll for the rest of the year and your annual

contribution must be the same as before.

If your leave was 120 days or more, you may

enroll for the rest of the year with a new

annual contribution.

To re-enroll, contact UCPath. Within 31 days after

your return to work

Tax Savings on

Insurance Premiums

(TIP)

Contributions resume automatically when

you return to pay status, unless you opt out.

To opt out, contact UCPath. Within 31 days of

your return to work,

or during the next

Open Enrollment.

Parking/Commuter

Benets

Contributions resume automatically when

you return to pay status, unless you opt out.

To opt out, contact your Payroll Oce. None

Unemployment

Insurance

Coverage resumes automatically your rst

day actively back at work.

Nothing None

ScholarShare Contributions resume automatically when

you return to pay status, unless you opt out.

To opt out, contact your Payroll Oce. None

UCRP service credit

purchases

At some locations, deductions for a service

credit purchase that was in progress when

your leave began will restart automatically

when you return. At others, you’ll need to

restart them.

If you owe additional interest for your leave

period on a service credit purchase that was

in progress before your leave began, UC will

add it to your balance. Your payroll

deductions won’t go up; instead, the

payment period will be extended.

You may purchase service credit for the time

you were on leave.

Contact your leave coordinator to nd out

if you need to restart your service credit

purchase payments.

Contact your leave coordinator or check

the UCRP Service Credit Purchase Guide if

you want to purchase service credit for the

time you were on leave. The cost depends

on when the leave occurred, its length,

your age, and when you start the service

credit purchase.

Restart service credit

purchase payments

as soon as you return

to work.

No xed deadline for

purchasing service

credit, but the sooner

you start, the less it

will cost you.

If You Don’t Return to UC Employment

If You Don’t Return to

UC Employment

If you end employment while on pregnancy disability leave or

after a leave for bonding with your child, most of what you need

to know, and do, is covered in the Termination of Employment

Fact Sheet at ucnet.universityofcalifornia.edu/forms/pdf/

termination-of-employment.pdf. You can ask your local Benets

or Human Resources Oce for more information about

continuing group coverage.

If you have a service credit purchase in progress and have

completed 12 or more monthly payments, you may make a lump

sum payment within 60 days after your separation from UC

employment to complete the purchase.

For California Unemployment Insurance, your coverage stops

the last day you are actively at work. Depending on your

circumstances, you may or may not be eligible for unemploy-

ment insurance benets. Contact your local oce of the

California State Employment Development Department. If you

work outside California, contact the state agency for your

location.

Please note: If you’re on an approved leave under the FMLA,

CFRA and/or PDLL and you don’t return to work after your leave,

you could be liable for the health plan premiums that UC paid

during any unpaid portion of your leave. UC has the option to

recover its share of these premiums from you. You won’t,

though, be liable for these premiums if you haven’t returned to

work because of a serious health condition or other reasons

beyond your control. If you have any questions about this, please

contact UCPath.

By authority of the Regents, University of California Human Resources,

located in Oakland, administers all benet plans in accordance with

applicable plan documents and regulations, custodial agreements,

University of California Group Insurance Regulations, group insurance

contracts, and state and federal laws. No person is authorized to pro-

vide benets information not contained in these source documents,

and information not contained in these source documents cannot

be relied upon as having been authorized by the Regents. Source

documents are available for inspection upon request (800-888-8267).

What is written here does not constitute a guaranteeof plan coverage

or benets—particular rules and eligibility requirements must be met

before benets can be received. The University of California intends to

continue the benets described here indenitely; however, the benets

of all employees, retirees, and plan beneciaries are subject to change or

termination at the time of contract renewal or at any other time by the

University or other governing authorities. The University also reserves the

right to determine new premiums, employer contributions and monthly

costs at any time. Health and welfare benets are not accrued or vested

benet entitlements. UC’s contribution toward the monthly cost of the

coverage is determined by UC and may change or stop altogether, and

may be aected by the state of California’s annual budget appropria-

tion. If you belong to an exclusively represented bargaining unit, some

of your benets may dier from the ones described here. For more

information, employees should contact their Human Resources Oce

and retirees should call the UC Retirement Administration Service Center

(800-888-8267).

In conformance with applicable law and University policy, the University

is an armative action/equal opportunity employer. Please send inquiries

regarding the University’s armative action and equal opportunity

policies for sta to Systemwide AA/EEO Policy Coordinator, University

of California, Oce of the President, 1111 Franklin Street, 5th Floor,

Oakland, CA 94607, and for faculty to the Oce of Academic Personnel

and Programs, University of California, Oce of the President,

1111 Franklin Street, Oakland, CA 94607.

Pregnancy, Newborn

Child and

Adopted Child

Fact Sheet: Pregnancy, Newborn Child and Adopted Child

2M 3104 1/23