OFFICE OF THE CHIEF HUMAN RESOURCES OFFICER - HEALTH HUMAN RESOURCES
OFFICE OF THE ASSISTANT VICE CHANCELLOR – ACADEMIC PERSONNEL SERVICES
June 22, 2021
ALL ACADEMICS AND STAFF AT UC SAN DIEGO (including UC San Diego Health)
Coming July 1: New Family-Friendly Options for UC Academic Appointees and Staff
After a thorough review by key stakeholders across the University of California, the Pay for Family Care and Bonding (PFCB) program has been approved by President Michael V. Drake, M.D., and will be available as of July 1. Also effective July 1, UC’s new Adoption Assistance Plan will reimburse eligible employees who are expanding their families through adoption for some of their related expenses.
Pay for Family Care and Bonding
UC’s Family and Medical Leave (FML) provides job protection when employees need time off for a number of reasons, consistent with federal and state law. The Pay for Family Care and Bonding program gives employees the option to replace some of the income they would otherwise lose during their approved leave. Employees who are on a qualifying FML who opt to receive PFCB can receive 70% of their eligible earnings for up to eight workweeks per calendar year.
To qualify, the Family and Medical Leave must be taken in a block of one workweek or more, for any of the following qualifying reasons:
Caring for a family member with a serious health condition
Bonding with a new child
Military Caregiver Leave
Qualifying Exigency Leave
PFCB is not an option when FML is taken for an employee’s own serious health condition or pregnancy disability.
During PFCB, UC will continue to cover its share of premium costs for health and welfare benefits. Employees cannot use any paid leave accruals (such as sick leave, vacation or PTO) while they are being paid through PFCB.
UC’s Adoption Assistance Plan
UC’s Adoption Assistance Plan reimburses those who are eligible (faculty and staff with Full, Mid-Level or Core benefits) for up to $5,000 of expenses related to adoption. There’s no need to enroll, and all expenses for the Plan are paid by the University.
As employees go through the adoption process, they keep receipts for eligible expenses — such as attorney fees and court costs, travel expenses, counseling fees and home suitability study fees. After the adoption is final, employees work with WEX, the plan administrator, to verify the adoption and submit claims for reimbursement.
