Maternity Leave

SMC benefits will continue during PDL/FMLA/CFRA. Employee’s benefit contributions will continue to be deducted from their SMC pay. 

All California employees, except student employees, are required to participate in the SMC's voluntary Disability Insurance (DI) plan or the CA State Disability plan (SDI). The DI plan provides disability benefits and Paid Family Leave provides baby bonding benefits.    

AbsencePro, SMC's Leave of Lbsence partner, administers and certifies eligibility for DI disability benefits and Paid Family Leave benefits. AbsencePro will mail or direct deposit DI and PFL payments.

Pre-Partum Disability:  Typically, 1-4 weeks before expected delivery date.

Post-Partum Disability:  Typically, 6-8 weeks after delivery date (8 weeks for a C-section). 

For 2025, DI provides a disability benefit of 70% of weekly salary up to $1,681 per week. Employees may use sick/vacation hours to supplement the disability benefit. 

There is a 7-calendar day waiting period before DI pays any benefits; sick/vacation may be used during this time.

Employees will receive sick/vacation pay on regular SMC pay dates. 

If eligible, FMLA runs during disability period.

Once DI disability benefits end, eligible employees may begin 12 weeks of CFRA/baby bonding leave.

CFRA provides 12 weeks for baby bonding. 

In 2025, PFL provides a benefit of 70% of weekly salary, up to $1,681 per week. 

Employees who accrue vacation, can use vacation hours for the four remaining weeks of CFRA/baby bonding, or go unpaid. 

The 12 weeks of CFRA/baby bonding must be taken in two-week increments; shorter increments will be allowed on two occasions.

 The 12 weeks of CFRA/baby bonding must be taken within 12 months of birth.

You may add your new child to SMC benefits within 30 days of birth or adoption. Birth or adoption documentation will need to be provided to the SMC Benefits Manager 

Saint Mary's College of California supports the legal right and necessity of employees who choose to express milk in the workplace. This policy establishes guidelines for promoting a breastfeeding-friendly work environment and supporting lactating employees for as long as they desire to express breastmilk.

Saint Mary's College of California will provide a reasonable amount of break time for employees who wish to express breast milk for their infant child each time the employee has a need to express milk, in accordance with applicable local, state and federal law. If possible, the break time must run concurrently with rest and meal periods already provided. If break time cannot run concurrently with rest and meal periods, it will be unpaid, to the extent permitted by applicable law.

Saint Mary's College of California will provide breastfeeding employees with space, in close proximity to their work area, that is shielded from view and free from intrusion from co-workers and the public. The room or location may include the place where the employee normally works if it otherwise meets the requirements of the lactation space. Restrooms are prohibited from being used for lactation purposes.

Employees who need a lactation accommodation should submit a request for possible accommodation in writing to the Employee's Supervisor. Upon receiving an accommodation request, Saint Mary's College of California will respond to the employee within five (5) business days. Saint Mary's College of California and the employee shall engage in an interactive process to determine the appropriate accommodations.

California law expressly prohibits discrimination or retaliation against lactating employees for exercising their rights granted by the ordinance. This includes those who request time to express breast milk at work and/or who lodge a complaint related to the right to lactation accommodations.

Employees have the right to file a complaint with the Labor Commissioner for any violation of the rights underlying this policy.

Please consult Human Resources with questions regarding this policy.

Pregnant and Parenting Employees

Pregnant and Parenting Students