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It explains income replacement options during approved unpaid leave, covering short-term disability (STD), paid family leave (PFL), and long-term disability (LTD), including benefit durations and waiting periods. 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It also describes maternity-related pregnancy disability leave running concurrently with FMLA.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"How does income replacement work during a leave of absence?",{"text":114,"@type":110},"Income replacement options include short-term disability (STD) for non-work related serious illness or injury, paid family leave (PFL) to care for certain family members or bond with a newborn/adopted/foster child, and long-term disability (LTD) for conditions continuing beyond one year. 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For supplements, the University uses accrued sick leave first, then accrued vacation, to keep income as close as possible to pre-leave earnings.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},283787,1790793759,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":136,"language":137,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":61,"update_tm":141,"read_time":76},2336478503145,"https://ap-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","STAFF LEAVE OF ABSENCE GUIDE  \nContents  \nTypes of Leaves & Eligibility  \nIncome Replacement During a Leave of Absence Medical Leave of Absence Request Process Options if Leave is Exhausted or Not Available Deductions & Premiums During Leave Industrial Leave  \nTYPES OF LEAVES AND ELIGIBILITY  \nLeave for your own non-work related serious illness or injury  \nEmployees who meet the eligibility requirements of the Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) may receive up to 12 unpaid work weeks of leave during a 12 month period for their own non-work related serious illness or injury. FMLA/CFRA offers job protection for an unpaid leave of absence from work. Leave can be taken intermittently. Employees may be eligible for partial wage replacement through short term disability (STD) insurance (below) .  \nCare for a family member’s serious illness or injury & parental bonding leave  \nEmployees who meet the eligibility requirements of the Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) may receive up to 12 unpaid work weeks of leave during a 12 month period to take time off to care for a spouse, parent, or child who has a serious health condition or to bond with a new child. Leave can be taken intermittently. For baby bonding under CFRA, intermittent leave can be taken in two-week increments (it can be taken in less than two-week increments on two occasions within the first year) . Employees may be able eligible for partial wage replacement through paid family leave (PFL) insurance (below) .  \nMaternity leave  \nEmployees expecting a baby may qualify for pregnancy-related disability benefits due to pregnancy, childbirth, or related medical conditions, as well as baby bonding leave. Employees are eligible for up to 4 months of unpaid pregnancy disability leave, which runs concurrent with FMLA. Leave can be taken intermittently. Employees may be eligible for partial wage replacement through short term disability insurance and paid family leave insurance.  \nPersonal Leave  \nStaff may request an unpaid personal leave of absence for up to six months for emergencies or other personal reasons that do not qualify as leave under the FMLA/CFRA. Personal leaves are granted at the discretion of the employee’s supervisor and Department of Human Resources approval. Income replacement is only available however, for medical or family leaves as outlined below, or through the use of an employee’s accrued sick or vacation balance, if applicable and/or approved by the supervisor. Personal leave requests must be made to the employees supervisor and require completion of the University’s personal leave of absence form.  \nINCOME REPLACEMENT DURING A LEAVE OF ABSENCE  \nShort-term Disability Insurance (STD)  \nSanta Clara University employees are covered by a mandatory short-term disability insurance plan for their leave of absence resulting from a non-work related serious illness or injury. Coverage under the University’s short-term disability insurance is in lieu of California state disability insurance and has been approved by the California Employment Development Department. (Note that employees cannot collect disability insurance benefits from the California state disability plan unless they have waived out of the University’s short-term disability insurance coverage.) The disability period is the first continuous period of absence beginning with the first day employees are eligible for benefits. There is 7-day waiting period before receiving short-term disability benefits. The maximum time an individual can collect STD benefits is one year (52 weeks) . STD benefits are 60% of an individual’s weekly pre-disability income up to a weekly maximum (currently the weekly maximum is $1,700)i. Note that individuals may continue to receive STD benefits even if their employment with the University ends.  \nPaid Family Leave (PFL)  \nSanta Clara University provides Paid Family Leave (PFL) to eligible employee","cbCailK0hjFeIryQ","https://ap.wps.com/l/cbCailK0hjFeIryQ","pdf",303821,8,"English","# Types of Leaves and Eligibility\n## Income Replacement During a Leave of Absence\n## Medical Leave of Absence Request Process Options if Leave is Exhausted or Not Available\n## Deductions & Premiums During Leave\n## Industrial Leave","[{\"question\":\"What types of leave are covered under FMLA/CFRA in this guide?\",\"answer\":\"The guide covers leave for an employee’s own serious illness or injury, leave to care for a spouse/parent/child with a serious health condition, and parental bonding leave. It also describes maternity-related pregnancy disability leave running concurrently with FMLA.\"},{\"question\":\"How does income replacement work during a leave of absence?\",\"answer\":\"Income replacement options include short-term disability (STD) for non-work related serious illness or injury, paid family leave (PFL) to care for certain family members or bond with a newborn/adopted/foster child, and long-term disability (LTD) for conditions continuing beyond one year. STD includes a 7-day waiting period and provides 60% of weekly pre-disability income up to a stated maximum.\"},{\"question\":\"What are the rules for personal leave and using accrued sick or vacation time?\",\"answer\":\"Personal leave may be granted for up to six months for emergencies or other personal reasons not qualifying under FMLA/CFRA, at supervisor and HR discretion, with income replacement generally limited to medical/family leaves or accrued sick/vacation use if applicable. For supplements, the University uses accrued sick leave first, then accrued vacation, to keep income as close as possible to pre-leave earnings.\"}]","Staff Leave of Absence Guide - Types, Eligibility & Income Replacement | PDF",1789619496]