Leave of Absence Program
Our Leave of Absence Program supports the well-being of you and your loved ones.
Requesting Leave
In order to request FMLA and CFRA, employees must complete the FMLA Request Form and the Time off Request Form. Submit forms to support@bbpadmin.com. To submit Personal Leave, please follow instructions on page 5 of the Personal Leave form.
Contact BBP Admin
BBP Admin administers the leave program for Pulmonx. For any questions regrading leave of absence contact BBP Admin at 630-773-2337 or support@bbpadmin.com.
Family Medical Leave Act (FMLA)
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons. Under the FMLA, eligible employees may take leave for their own serious health conditions, for the serious health conditions of family members, to bond with newborns or newly adopted children or for certain military family reasons. Click here to review eligibility requirements.
In addition to providing eligible employees with an entitlement to leave, the FMLA requires that employers maintain employees’ health benefits during leave and restore employees to their same or equivalent job positions after leave ends.
The FMLA also sets requirements for notices, by both the employee and the employer, and provides employers with the right to require certification of the need for FMLA leave in certain circumstances. The FMLA is enforced by the Department of Labor’s (DOL) Wage and Hour Division.
For more information on FMLA, please review the FMLA Q&A. Information on the Pulmonx Leave Policies can be found in the Employee Handbook.
California Family Rights Act (CFRA)
The California Family Rights Act (CFRA) requires employers in the state with five or more employees to provide eligible employees with unpaid, job-protected family and medical leave. An eligible employee may take up to 12 weeks of unpaid leave in a 12-month period. Click here to review eligibility requirements.
An employee requesting CFRA leave must provide
reasonable advance notice to their employer of the reason for the leave and the anticipated timing and duration of leave. Notice may be verbal, but must be sufficient to make the employer aware that the employee needs CFRA leave. An employer must respond to an employee’s CFRA leave request no later than five business days after receiving the employee’s request. An employer may require certification from the employee’s (or their family member’s or designated person's) health care provider for leave taken due to a serious health condition and recertification for leave that continues beyond the initial leave period. Click here to review leave entitlement.
During an employee’s CFRA leave period, employers must continue providing group health plan coverage for the employee and health coverage must be continued under the same conditions as those provided prior to leave.
For more information on CFRA, please review California: Employee Leave Laws- Family and Medical Leave. For information on company leave policies, please review the Employee Handbook.
California Paid Family Leave (PFL)
Employees may be eligible for paid family leave
through the California State Disability Insurance (SDI) program. This benefit is funded by employees through payroll contributions, which employers are required to withhold and send to the California Employment Development Department. SDI is a cash benefit program only and does not provide job-protected leave. For more information on Paid Family Leave through the state of California, please visit:
https://edd.ca.gov/en/disability/paid-family-leave/
Leave for Bereavement and Reproductive Loss
In addition to CFRA, the California Fair Employment and Housing Act (FEHA) requires employers to provide leave for bereavement and reproductive loss. For more information, please review page 3 of California: Employee Leave Laws- Family and Medical Leave.
Eligibility Requirements
FMLA Eligibility
An eligible employee is one who:
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Works for a covered employer;
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Has worked for the employer for at least 12 months;
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Has at least 1,250 hours of service for the employer during the 12-month period immediately before the FMLA leave; and
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Works at a location where the employer has at least 50 employees
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within a 75-mile radius.
CFRA Eligibility
To be eligible for family and medical leave under CFRA, an employee must:
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Works for a covered employer;
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Have a total of at 12 months of service with the employer;
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Have worked at least 1,250 in the 12-months prior to leave; and
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Be employed at a work site with 5 or more employees.
Leave Entitlement
FMLA
Eligible employees may take up to 12 weeks of leave during any 12-month period for any of the following reasons:
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The birth of a son or daughter or placement of a son or daughter with the employee for adoption or foster care, and to bond with the newborn or newly placed child;
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To care for a spouse, son, daughter or parent who has a serious health condition, including incapacity due to pregnancy and for prenatal medical care;
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For a serious health condition that makes the employee unable to perform the essential function of his or her job, including incapacity due to pregnancy and for prenatal medical care; and
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For any qualifying exigency arising out of the fact that a spouse, son, daughter or parent is a military member on covered active duty or has been notified of an impending call or order to covered active duty.
CFRA
Under CRFA, eligible employees may take up to 12 weeks of unpaid leave in a 12-month period for:
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The birth of an employee's child
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The placement of a child with the employee through adoption or foster care.
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The employee's own serious health condition.
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The serious health condition of the employee's child, parent, spouse or registered domestic partner, grandparents, grandchildren, siblings, or domestic partner's children or, effective January 1, 2023, a designated person identified by an employee at the time they request leave. The designated individual related by blood, or whose association with the employee is the equivalent of a family relationship. Employers may limit employees to one designated person per 12-month period.
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A qualifying exigency related to the covered active duty or call to covered active duty of an employee's spouse, domestic partner, child, or parent in the Armed Forces of the United States.
Contact & Resources
Need Help?
BBP Admin oversees the leave program for Pulmonx. If you have any questions or need assistance regarding leave of absence, please do not hesitate to reach out to BBP Admin. They are here to provide you with support through this process. BBP Admin can be reached at 630-773-2337 or support@bbpadmin.com.
Resources
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Department of Labor Resources
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Pulmonx Employee Handbook
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California Legislative Information
Forms
