PARENTAL LEAVE OF ABSENCE
NOTICE TO PURE PROJECT
We ask Team Members to let Pure Project know at least 30 days before the expected due date or adoption.
BEFORE THE BABY COMES: PREGNANCY DISABILITY LEAVE (FOR MOTHERS) - PAID BY THE EDD
When your licensed health professional certifies that you are unable to work due to your pregnancy, you can file a Disability Insurance claim for pregnancy-related disability and recovery from delivery.
If your pregnancy-related condition requires you to stop working earlier than four weeks prior to your baby’s estimated due date, you can file a claim sooner. Your licensed health professional can certify to longer periods during pregnancy and/or after birth if you have a pregnancy-related condition that prevents you from performing your normal or usual job duties.
Learn more on how to apply for disability and set up and manage your benefits through your SDI Online account.
Disability benefits are between 10 to 12 weeks based on the following conditions of pregnancy and delivery:
Without medical complications: You can receive benefits up to four weeks before your expected delivery date and up to six weeks after your delivery.
By cesarean section: You can receive benefits up to four weeks before your expected delivery date, and up to eight weeks after your delivery.
In some cases, your licensed health professional may certify to longer periods if there are medical complications or if you are unable to perform your normal or usual job duties.
You may be eligible for benefits based on your:
Age.
Occupation.
Job limitations.
Prior pregnancy history.
Current medical condition.
Licensed health professional's certification that you are unable to do your normal or usual work.
PARENTAL LEAVE (MOTHERS & FATHERS) - PAID BY PURE PROJECT
Pure Project pays up to four weeks of wages to bond with your new child for all Full-Time Team Members
For purposes of this policy, "weeks" means the average number of hours the employee would normally work within the work week.
The paid leave is compensated at the following levels:
Less than one full year of service - 40% of salary.
After one full year of service - 60 % of salary.
After five full years of service - 100% of salary.
Health insurance benefits will continue to be provided during the leave.
PAID FAMILY LEAVE (PFL) - PAID BY THE EDD
PFL pays up to eight weeks of benefits to bond with the new child.
Payments are about 60 to 70 percent of weekly wages earned 5 to 18 months before the claim start date.
Complete and submit your claim form no earlier than the first day your family leave begins (when the baby is born or adopted), but no later than 41 days after your family leave begins or you may lose benefits.
You will receive payments by debit card or check.
PFL provides benefit payments but not job protection.
Health insurance benefits will continue to be provided during the leave, but since your payment will come from the EDD, you must repay any benefit payment once you are back to work. HR & Accounting will work with you to set those deductions at a reasonable amount per paycheck.
PAID LEAVE BALANCE USAGE + SICK TIME & FLEX PTO OPTIONS
For all time off and leave options provided by Pure Project, Team Members have the opportunity to use the days continually or intermittently. Some examples:
Work half days.
Work 2 days, take off 3 days.
Work one week, take off one week.
Split between EDD leave.
Validate the work schedule with your direct manager before your leave. Depending on your position, we may need to assess the department's needs to approve the modified schedule.
Sick Time and Flex PTO
Before, During, or After any Parental Leave, Team Members have the option to use the following Time Off options for full days/week or intermittently:
Sick Time balance: Up to 40 hours per year.
Flex PTO: Up to 4 weeks per leave.
CRFA & FMLA - NOT A PAID LEAVE (JOB PROTECTION)
The FMLA and the CFRA are federal and state leaves laws that allow eligible employees of covered employers to take unpaid, job-protected leave.
FMLA and CFRA help to protect your job while you are receiving Disability Insurance or Paid Family Leave benefits when you must:
Take medical leave for yourself.
Care for a family member who is seriously ill.
Bond with a new child.
Participate in a qualifying event because of a family member’s military deployment to a foreign country.
The California Family Rights Act (CFRA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave to care for their own serious health condition, a family member with a serious health condition, or to bond with a new child.
To be eligible for CFRA leave, an employee must have more than 12 months of service with their employer, have worked at least 1,250 hours in the 12-month period before the date they want to begin their leave, and their employer must have five or more employees.