A permanent female employee may take up to one year of leave for pregnancy, childbirth or recovery. This leave may be paid or unpaid depending on benefits available and is not predicated upon disability. (Ed Code 89519)

This will depend on several things such as how much sick leave you have accrued; whether you choose to apply for Non-Industrial Disability Insurance (NDI); how many days of paid maternity leave are available to you; and how much vacation you have accrued.

Below is an example of a typical maternity leave:

Sick Leave NDI Paid Maternity Vacation Non-paid Leave 5 weeks 3 weeks 6 weeks 4 weeks varies

Employee Category Number Of Eligible Paid Days Timeframe Guidelines for the Paid Maternity/Paternity/Adoption Leave Unit 1 (Physicians) 20 Days Commences with the arrival of the employee’s new child, and days run consecutively. Units 2, 5, 7, 9 (CSEA) 30 Days Commences within 60 days of the arrival of the new child. Once the leave begins, the days run consecutively. Leave may only be taken in daily increments Unit 3 (Faculty) 30 Days Commences within 60 days of the arrival of the new child, and days run consecutively. Unit 4 (Academic Support) 20 Days Must be initiated within one year of the new child’s arrival. Days do not have to be taken consecutively. Unit 6* (Skilled Trades) 30 Days Commences with the arrival of the employee’s child, and days run consecutively. Scheduling of leave may be modified by mutual agreement. Unit 8 (Public Safety) 30 Days Commences with the arrival of the employee’s new child, and days run consecutively. Unit 10 (IUOE) none Not available to employees within this employee category. Confidential (C99) 30 Days Commences within 60 days of the arrival of the new child, and days run consecutively. Leave may only be taken in daily increments. Management Personnel Plan (MPP) (M80) 30 Days Commences within 60 days of the arrival of the new child, and days run consecutively. Executive (M98) 30 Days Commences within 60 days of the arrival of the new child, and days run consecutively. Excluded (E99, including TAs) none Not available to employees within this employee category.

*Effective July 1, 2004
References:
Represented Employees - Appropriate C/B agreement C99, M80 – HR 2002-21; HR 1999-09 M98 – HR 2002-32

There are federal and state laws that protect a woman’s right to take maternity and family leave.  There are also provisions in the CSU Collective Bargaining Agreement and CSU Policies regarding maternity and family leave.  Since the application of these laws, provisions & policies can be complex, it is best to make an appointment with Kelly Mode to discuss your specific situation.

Yes, you should put your anticipated leave dates in writing to your supervisor and cc Human Resources.  You should include your anticipated last day of work and return to work date.  Of course, if your doctor should take you off work early for medical reasons, these dates may need to be adjusted.

When your doctor takes you off work, you must provide Human Resources a written statement from him/her excusing you from work.

In most cases you must indicate your return to work date when you begin your leave.  Generally your leave may be extended beyond your original return to work date for medical necessity only.

A newborn is covered under his/her mother’s health plan for the first 30 days.  You must provide your child’s name & birthday to Human Resource (staff & management employees) or Faculty Affairs (faculty employees) within 30 days of birth in order to maintain continuous coverage.

You may make arrangements with your department or contact payroll to have your paycheck mailed to your home while you are on leave.