IDAM FAQs

Please contact IDAM at idam@lbl.gov to discuss your options for leave. LBNL employees can determine which leave programs they are eligible for by visiting the UC Net Leaves of Absence website.

If you have an upcoming medical need (e.g., medical treatment, surgery, paternity, maternity, adoption, or caring for an eligible family member), you should notify your department and contact IDAM 30 days before the effective date of the requested medical leave. If circumstances prevent a 30-day advance notice, you must contact IDAM as soon as learning of the medical need. If your total time away from work would equal 3–5 consecutive days (depending on bargaining unit) or more for a serious medical condition, or if you are caring for a family member with a serious medical condition, please contact IDAM to discuss leave programs you may be eligible for.

The first step is to contact IDAM and set up a meeting to plan your leave of absence. You will need to complete an IDAM Request Form and notify your manager. The only other required form is the Medical Certification Form which is to be completed by your or your family member’s treating physician.

Eligibility requirements differ depending on your classification and type of leave. Employees are eligible for benefits while on approved Family Medical Leave (FML). Leave without pay may impact benefits.

Employees earn state service while on full paid leave. They do not earn state service while on leave without pay.

Yes, if you have been placed on a formal leave of absence which may incorporate a period of paid and unpaid time. Your job protection is governed by the UC Collective Bargaining Agreement, UC Policies, and federal and state regulations. Additional information will be provided by IDAM.

All medical notes or forms associated with a medical leave of absence should be sent or delivered to IDAM. It is not necessary to provide copies to your manager or department, as IDAM will keep your department informed of your leave status.

Please notify IDAM as soon as practicable if the dates of your leave change or are extended. The return-to-work date may be extended or changed to an earlier date based on a return-to-work certificate from your doctor. The return-to-work certification must be provided to IDAM 2–3 days before reporting to work in order to discuss accommodations with your manager, if applicable.

If an employee is absent for their own illness or injury, they must provide a note from their doctor 2–3 days before their return date. If the doctor indicates temporary work restrictions, IDAM will coordinate with the employee’s manager to determine if they are able to accommodate the restrictions temporarily.

Leaves for the employee’s own, family member’s, or covered service member’s serious health condition can be permitted on either an intermittent or reduced work schedule when medically necessary. For intermittent leave or leave on a reduced work schedule, there must be a medical requirement for that type of leave and such medical need must best be accommodated through that schedule. Employees needing intermittent FML or a reduced work schedule must make a reasonable effort to schedule leave to avoid disrupting lab operations.

Yes, you must inform your manager of your leave. IDAM manages the process of your request, including eligibility and other administrative details. It is important to keep your manager updated to ensure smooth coordination during your absence.

Family and Medical Leave (FML) by the University incorporates both the federal Family and Medical Leave Act (FMLA), the state California Family Rights Act (CFRA), and California’s Pregnancy Disability Leave Law (PDLL). An employee is eligible for leave if they have worked for at least an academic year or 12 months preceding the leave. Certain bargaining groups are also subject to having worked at least 1,250 hours to be eligible. Medical certification from a treating professional must be provided within 15 calendar days following the request for leave.

Qualifying reasons include:
• Birth, care of, and bonding with a newborn child within one year of birth
• Placement of a child for adoption or foster care within one year of placement
• Care for a spouse, child, parent, sibling, grandparent, grandchild, or designated person with a serious health condition
• A qualifying exigency relating to a close family member’s military service (FMLA only)

An illness, injury, impairment, or physical or mental condition of the employee or covered family member that includes any period of incapacity or treatment or incapacity requiring absence from work, requiring continuing treatment by a healthcare provider.

As a UC employee, FML leave following a 3–5 day absence (according to the employee’s bargaining unit).

Yes, FML is an exception to FLSA rules. FLSA allows for partial day docks or use of leave credits (sick, vacation, personal holiday, etc.) for partial absences designated as FML.

California employees who have worked for Berkeley Lab for less than 18 months and previously worked in California may need to file a claim with the California Employment Development Department (EDD) to receive State Disability Benefits (CA-SDI). While UC itself does not participate in CA-SDI, eligible income from CA-SDI will be deducted from UC disability benefits.

University employees are not eligible for the California Paid Family Leave (PFL) benefit because UC does not participate in State Disability Insurance deductions. However, employees who have contributed to PFL through another employer within the past two years may be eligible. Contact the Employment Development Department at (866) 758-9768 or visit www.edd.ca.gov for more information.

You can add your dependent through UCPath. A newborn is covered under your health plan for the first 30 days.

The PUMP Act provides reasonable break times to express breast milk for one year after your child’s birth. Employees are entitled to a private space (not a bathroom) shielded from view and intrusion. Work with your administrator for assistance or contact the Office for the Prevention of Harassment and Discrimination (OPHD) at ophd@lbl.gov.

Workers’ Compensation is a state-mandated, employer-paid benefit for employees with work-related injuries and illnesses. It is provided without regard to who is at fault.

All LBNL employees are covered.

There is no charge to you, the employee. If you qualify for Workers’ Compensation, all approved medical bills will be paid, plus any compensation you may be entitled to.

Workers’ Compensation is separate from your personal health insurance. There are no deductibles or co-payments. It covers only work-related injuries and illnesses. Always let your treating doctor know if your injury is work-related.

Sedgwick CMS is the Third-Party Administrator (TPA) that manages LBNL’s Workers’ Compensation claims. Sedgwick can be reached at 510-302-3041.

The law prohibits the Lab from discharging or discriminating against an employee because of a Workers’ Compensation injury.

All employees are covered under Workers’ Compensation insurance. Call the Health Services clinic at 510-486-6266 or visit during business hours. You can also call the Site Operations Center (SOC) 24/7 at 510-486-6999, which will connect you to Health Services.