HR’s Leave of Absence Specialist and Work-Life Resource Coordinator team up to help a staff employee plan a pregnancy leave. Please notify your supervisor and the Leave of Absence Specialist at least 30 days in advance if you will be going on a maternity leave. We will coordinate your leave and explain options for income and benefits continuation.
You can set up a one-on-one with our Work-Life Resource Coordinator to discuss next steps and obtain resources to plan your leave of absence.
Click on ServiceNow to submit a pregnancy leave request or question and start planning now!
Pregnancy Disability Leave (PDL)
If you are pregnant, you are eligible for PDL. You are entitled up to four months of disability leave related to pregnancy or childbirth. PDL is unpaid, however, you may be able to use your accrued sick, vacation, or disability benefits.
Note: You may be entitled to additional leave for parental bonding if you meet the eligibility requirements.
Important Facts and Notices
Timeline for an uncomplicated leave
1. Waiting Period
- 14 days
- The waiting period begins the first day you are off work due to your disability. During the waiting period, you must use sick time. If you have additional sick time, your waiting period will be longer. Per disability guidelines, up to 22 sick days must be used, if available. If you do not have enough sick time to cover the initial 14 day waiting period, you may use vacation time or take Leave No Salary. Lincoln will begin to pay a benefits once the waiting period is satisfied.
2. Disability Income
- 8-10 weeks
- For an uncomplicated pregnancy, disability will begin two weeks prior to the birth date, when the waiting period begins. Disability will continue for 6 after a natural birth and for 8 weeks after a C-section. Lincoln will begin to pay a benefit on the first day following the end of your waiting period and will continue to pay a benefit up until the 6-8 week mark after a natural birth or C-section.
3. Leave No Salary (or use accruals)
- Up to 12 weeks under CFRA
- CFRA for parental bonding will begin the day after the disability period ends. Parental bonding is unpaid; however you may use your accruals subject to the Personnel Policies for Staff Members (PPSM) or your Collective Bargaining Agreement (CBA).
- Pay for Family Care & Bonding (PFCB): Pay option available for eligible leaves under FMLA/CFRA. PFCB will pay employees 100% of their eligible earnings for up to 8 workweeks per calendar year as of January 1, 2023. PFCB is not an option if you’re taking FML for your own serious health condition or your pregnancy disability.
4. Return to Work
- After you return to work, you will have up until your baby’s first birthday to use any remaining CFRA time. You can take this time in either a block leave or an intermittent leave/reduced schedule, subject to approval by your department.