Federal employee needing more baby bonding time - PFL options with FMLA already used?

You're correct that federal employees typically don't qualify for CA PFL since your employer doesn't pay into the state system. Baby bonding time under California law is primarily offered through PFL for qualifying employees. Your options might include: 1. Annual leave/vacation time 2. Requesting additional unpaid personal leave from your federal agency 3. Check your federal employee union contract if applicable - some have supplemental family leave benefits 4. Look into the Federal Employee Paid Leave Act if you're eligible Federal agencies have their own policies about extending leave beyond FMLA. Have you checked with your HR department specifically about their policies for extended parental leave?

i work for usps and went thru something similar last year... federal jobs def dont qualify for CA pfl but my supervisor let me take another 8 weeks unpaid after fmla was done. just had to sign something saying it was a personal leave of absence. dpeneds on ur boss tho some r jerks about it

As a federal employee myself who went through this last year, I can tell you that you're in a tough spot! The CA PFL doesn't apply to us, and it's INFURIATING! Federal agencies operate under their own rules and most don't participate in state disability programs. When I needed more time (and I REALLY needed it), my only option was to beg my supervisor for Leave Without Pay. Some agencies are more generous than others. Mine gave me an extra 4 weeks and acted like they were doing me the biggest favor in the universe. 🙄 The system is BROKEN when it comes to federal workers and parental leave. We fall through all the cracks in state programs!

I work as an HR specialist who handles leave policies. Since you're a federal employee, you're right that you don't qualify for California PFL. However, there are a few potential avenues: 1. Federal Employee Paid Leave Act (FEPLA) provides 12 weeks of paid parental leave for eligible federal employees - but this replaces FMLA leave, not extends it, so it likely doesn't help in your current situation. 2. Request additional Leave Without Pay (LWOP) as an accommodation. While not legally required to grant this, many agencies have policies allowing additional unpaid time. 3. If you have a medical condition related to childbirth, you might qualify for Reasonable Accommodation under ADA. 4. Check your specific agency's policies - some have more generous leave sharing or leave bank programs. Your best path forward is to make a formal written request for additional LWOP specifically for baby bonding purposes. Reference any agency-specific work-life policies in your request.

I had this EXACT problem last year with my federal job! I was so frustrated trying to get through to HR about extending my leave. They kept transferring me around and nobody could give me a straight answer about my options beyond FMLA. After wasting HOURS on hold and getting disconnected repeatedly, I finally used Claimyr to reach someone who could actually help. Even though I didn't qualify for PFL, they helped me reach the right department to discuss my federal leave options. I watched their demo (https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5) and it was super easy. Within 30 minutes I was talking to a real person who helped me navigate my agency's extended leave policies. Saved me so much frustration!

Update: I had a meeting with my supervisor yesterday and she said they can approve an additional 6 weeks of unpaid leave as a personal leave of absence! Not as much time as I was hoping for, but definitely better than nothing. She said they're not obligated to hold my exact position, but they will guarantee a position at the same grade level when I return. I'm going to take it! Thank you all for your advice and sharing your experiences!

I know this doesn't help your immediate situation, but I want to mention that there's currently legislation being considered to expand parental leave benefits for federal workers. If you're passionate about this issue (as it sounds like you are), consider contacting your representatives. The more federal employees who speak up about these gaps in coverage, the more likely we are to see meaningful change in the future. There's a Federal Employee Family Leave caucus that's specifically working on these issues.