UNDER REVISION COUNTY OF SANTA CRUZ
MATERNITY LEAVE POLICY
There are two distinct periods to a maternity leave: (1) a period of medi-
cal disability; and (2) any leave taken for personal reasons.
The period of medical disability is governed by State law which provides
1. Childbirth and related medical conditions should be treated as
any other medical disability.
2. It is an unlawful employment practice...for any employer to
refuse to allow a female employee, affected by pregnancy or re-
lated medical conditions:
a. To take disability or sick leave or any other accrued leave
which is made available by the employer to other temporarily
disabled employees; and
b. To take a leave on account of pregnancy for a reasonable
period of time. Disability leave should be granted for the
period of time during which the affected female employee is
medically disabled for work. No employer is required to
provide a female employee disability leave on account of
normal pregnancy, childbirth or related condition for a
period exceeding six (6) weeks. If the period of disability
is less than six weeks, the employee should either return to
work or be granted another category of leave. If complica-
tions result in the disability of the affected employee
beyond six weeks, the maximum period of leave the employer
must provide is four (4) months.
The six week and four month periods noted in paragraph 2 (b) above, pertain
to the entire period of absence for disability, and thus include both paid
leave and leave of absence without pay.
The provisions of State law cited above apply to all employees (e.g., pro-
visional, probationary, permanent) regardless of status.
Disability due to pregnancy or related medical condition applies only to
the pregnancy condition itself. It does not include provision for such
activities as breast feeding or caring for an ill infant; time off for
these activities would fall into the personal leave period.
Section 150-1 - Page 1
MATERNITY LEAVE POLICY (continued)
It is the policy of the County of Santa Cruz that employees be provided:
1. six weeks of disability leave on account of normal pregnancy,
childbirth or related conditions.
Should the period of disability on account of normal pregnancy
begin prior to the date of delivery, employees are to provided a
maximum of six weeks of disability leave from the date of deliv-
ery provided that there is a physician's certification of the
employee's medical disability.
2. up to four months of disability leave on account of complications
which result in the disability of the affected employee as sup-
ported by physician's certificates.
Additional disability leave on account of complications which
result in the disability of the affected employee as supported by
a physician's certifications may be granted at the discretion of
the appointing authority.
Disability leave requires a physician's statement that the em-
ployee is unable to work under the current medical condition and
continues only for the period of continued doctor's certification
of employee medical disability. The employing department re-
serves the right to request a doctor's certification of disabili-
ty at any point during the leave. This certification is subject
to review by a County physician. In cases of pregnancy and re-
lated medical conditions, the statement from the employee's phy-
sician should indicate the estimated date of delivery, whether
the pregnancy is normal or not, and if it is not, a statement of
the diagnosis and prognosis.
Personal leave associated with maternity may be granted at the discretion
of the appointing authority in accordance with the provisions of Sections
164 and 165 of the Personnel Regulations of Santa Cruz County. A reason-
able period of personal leave connected with maternity is two months. This
two month period would include any requested time off which does not meet
the medical disability requirements stated above, including time taken off
prior to birth when the employee is not disabled, as well as time taken off
after the disability period.
Section 150-1 - Page 2
MATERNITY LEAVE POLICY (continued)
The period of personal leave may include either or both paid leave and
leave without pay.
Disability leave and non-disability leave requests should be submitted on
separate "Request for Time Off" forms. The reasons for each type of leave
should be clearly documented.
Before an employee can be granted a leave of absence without pay for a
temporary disability such as pregnancy, childbirth and related medical
1. The employee in the Law Enforcement Representation Unit and all
management employees must exhaust all sick leave and compensatory
time off balances. The employee and department may agree to the
use of vacation and/or administrative leave prior to the granting
of leave without pay. After exhaustion of compensatory time off
and sick leave balances, management employees may qualify to
receive Long Term Disability. (The Long Term Disability policy
for management employees provides LTD coverage for medical dis-
ability after 30 days or exhaustion of all sick leave, vacation
and compensatory time off balances, whichever is larger.)
2. The employee in the General Representation Unit must exhaust any
remaining sick leave balance and all compensatory time off with
one exception. An employee may, after 30 days of disability,
choose to receive LTD or to continue to use any paid leave. The
separate LTD policy for the General Representation Unit thus
requires use of paid leave through a 30 day "elimination" or
qualification period, after which the employee can elect to re-
ceive LTD while on disability or to use available paid leave.
Section 150-1 - Page 3