For Expectant Fathers
Family and Medical Leave (FMLA)/California Family Rights Act (CFRA)
Expectant fathers may be entitled to up to 12 weeks of FMLA/CFRA benefits to bond with a new child. You will need to complete Pepperdine's Family Leave Application prior to the start of your leave. Please return the completed form to:
Megan Manary Capul
Malibu, CA 90263
310-506-4839 - fax
Pay while on FMLA/CFRA and Paid Family Leave (PFL)
You may be entitled to eight weeks of benefits under PFL from the state of California. PFL pays approximately 60-70% of your salary up to a maximum of $1,540 per week for 2022. The difference (up to 40%) is paid by your sick or vacation time. Your sick/vacation time is coordinated so that you receive 100% of your salary. If you do not have sick or vacation time, you will be unpaid by Pepperdine University during your FMLA/CFRA. To access this benefit, you will need to complete the Paid Family Leave Claim form with the State of California. Faculty members will receive salary continuation less any amount of PFL received during the leave.
Upon completion, please submit your form to:
Paid Family Leave
Employment Development Department
PO Box 997017
Sacramento, CA 95799-7017
As soon as you receive the NOTICE OF COMPUTATION from the Employment Development Department of the State of California, you must provide a copy to Megan Manary Capul in Human Resources. This notice will be used to coordinate how much sick or vacation time can be paid to you by the University. This process is called the coordination of benefits (coordination between the State and the employer benefits). Please be aware that the coordination of benefits may result in significant reductions in future payroll checks. Employees should be conservative in regard to spending PFL checks until the actual payroll adjustments have been made by the University. You will be notified by Human Resources when the adjustments are made.
Once your PFL benefits end, the remaining 4 weeks of FMLA/CFRA continue. During this time, you may use your accrued sick, vacation time or be unpaid.
Please be aware that if you do not return to work after your FMLA/CFRA leave, you would be required to repay the University the full cost of benefits extended to you during the FMLA/CFRA leave1. You should only apply for this leave if you are planning to return to work at the end of the leave period.
1No repayment will be required, however, if you are unable to return due to the continuation, recurrence, or onset of a serious health condition for yourself or eligible family members as certified by a medical provider, other circumstances beyond your control, or if you return to work for a minimum of 30 days following the leave. If you believe that this type of circumstance applies to you, please contact Human Resources for more information.