The information included is meant to answer basic questions. To
get the best response for your individual maternity leave for
childbirth, recovery, and baby bonding leave you need to work
with Payroll and Personnel to schedule an appointment as every
leave is different based on the type of birth, amount of time
off, available sick leave and percentage of contract employed.
Specific/individual salary and/or benefit questions will be
addressed at the meeting.
“Maternity” leave includes two separate types of leave:
Pregnancy Disability leave (PDL): for conditions of pregnancy,
childbirth, and recovery. The PDL leave is for the period from
the first day your health care provider takes you off work to the
last day of your period of actual disability. It may be up to
four months (17.3 weeks), and sick leave may be applied
Child bonding/Parental leave: leave to bond with a new child by
birth, adoption, or foster care placement. Child bonding is up to
twelve weeks (60 work days) and is available to the birth mother
after the conclusion of the pregnancy disability. It is also
available to the father or second parent after the child is born,
and to all new parents of an adopted or foster care child. Child
bonding may include paid parental leave under the Education Code.
How to request maternity leave?
Start by contacting Payroll and Personnel of your need for
maternity leave for PDL or child bonding, or both. They
will send you information and can schedule an appointment to go
over your specific leave.
Once you and your health care provider determine the dates for
your PDL leave, please submit a letter to Jerry Jorgensen,
Assistant Superintendent – Personnel Services, requesting
maternity leave based on your anticipated due date and include a
written verification note from your health care provider
reflecting the date the leave is to begin and the anticipated due
date. The letter should also include how much total time off
you’d like to take including any child bonding leave and unpaid
leave that you would like to take after your Pregnancy Disability
Leave and Child Bonding (maternity leave).
How is the amount of time off determined?
The Roseville City School District bases the approved paid time
off on the State’s guidelines. Your doctor will determine the
length of your Pregnancy Disability Leave (PDL). In addition, you
may be eligible to take up to 12 weeks of child bonding leave, as
do you get paid for
If the leave is for pregnancy-disability, you start using sick
leave from the first day your health care provider puts you off
work. If you have enough sick leave to cover all of your
allowed PDL time off there will be no difference in pay. If you
use all of your sick leave before the PDL time is complete and
you’re on a minimum 40% contract, you will be eligible for income
protection through the District provider which entitles you to
75% of your income. Income protection does not start until
the seventh (7) day out and is paid through the end of your
Pregnancy Disability Leave (PDL). Income protection does not
apply to child bonding leave.
Do you get/need
to apply for State disability?
No, with the exception of any coverage you purchased on your own,
all disability you’re entitled to is handled through the
District. The District has its own company/provider which
makes sure, for those working a minimum 40% contract, you get 75%
of your income for allowed maternity disability leave.
How will the time off affect your
This question will be answered during your meeting with Payroll
and Personnel. Since each leave is different based on the
amount of sick leave available (length of service, type of birth,
any additional days taken non-paid, how the pay dock is spread
out) it is not possible to give a ‘general’ response.
What happens to
if you take
additional time after the maternity leave that includes PDL and
Once your Pregnancy Disability Leave is complete, you may also
qualify for Child Bonding Leave. Beyond this, any
additional time off would be non-paid. The pay you are entitled
to for the remainder of the year would be decreased by one (1)
day’s pay for every non-paid work/service day you elect to extend
Will the unpaid time affect moving up on the salary
schedule for the next year?
To gain a service year for salary movement you need to be in a
paid status for at least 75% of the year.
How to arrange
for a sub?
You need to work with your site administrator and Sub Services to
determine what subs are available and if the sub you choose has
the appropriate credential to cover the whole assignment.
How to add
your baby to
If you elect to add your newborn to your benefits you need to
notify Payroll within 30 days of birth or you’ll be required to
wait until open enrollment.
Other things to know
STRS credit for the year is reduced by one day for each
non-paid day you are out.
FMLA (Family Medical Leave Act/CFRA)/CFRA (California Family
Rights Act) – who is eligible and what it actually means.
Employees with one year of service and who meet certain hours
worked in a 12-month period are eligible for FMLA/CFRA. If you’re
eligible, FMLA will be automatically initiated on your first day
out on PDL leave and runs for a maximum of 12 weeks; CFRA
(same eligibility requirements as FMLA) begins immediately after
the period of actual disability for PDL/FMLA is concluded if you
continue to take time off and runs for a maximum of 12 weeks.
Both FMLA/CFRA cover the cost above/over the District’s paid
portion of benefits but is still considered NON-PAID time off,
unless you are using paid parental leave under the California
Education Code. Paid parental leave, when applicable, is
generally partial pay (subdifferential) and is considered paid