Employees with accrued sick leave credits may take paid time off when they are ill or need to care for a family member who is ill.
- Full-time employees accrue eight hours of sick leave per month.
- Part-time employees earn sick leave on a pro rata basis.
- Employees must be on pay status 11 workdays in a pay period to accrue sick leave credits for that month.
- Sick leave credits may not be used prior to their accrual, which occurs on the first day of the following pay period.
- There is no maximum accrual for sick leave.
- Unused sick leave may be converted into service credit at retirement in accordance with PERS guidelines. At the time of retirement 2000 hours of sick leave is one year of PERS service credit. This equates to 250 days. The calculation is to multiply the number of unused sick days by .004.
- Employee is responsible for reporting absences to the appropriate administrator as soon as possible in compliance with department policies.
- An employee may be required to provide a physician's statement or other appropriate verification for absences (not normally required for absences of three or fewer consecutive days).
- Use of sick leave may be authorized by the supervisor for the following absences:
- 1. Employee's own illness, injury or disability related to pregnancy.
- 2. Employee's own dental, eye or other physical or medical examination/treatments.
- 3. Illness or injury in the immediate family (close relative, domestic partner or other person residing in the immediate household of the employee, except domestic employees, roomers or roommates)
- 4. Bereavement in the case of death of a person in the immediate family (when bereavement leave is exhausted).
The Catastrophic Leave Donation Program (CLDP) allows employees to donate and receive vacation and sick leave credits to University employees.
An employee who has a catastrophic illness or injury and has exhausted all accumulated leave credits may apply to the program and receive up to six (6) months of pay. The CLDP also allows participation in the program if an employee needs to be absent from work due to a catastrophic illness or injury of an immediate family member. The amount of hours that can be donated during a fiscal year vary per employee category. Please refer to the "Catastrophic Leave Maximum Donation Limits" Chart
For more information regarding the CSU Catastrophic Leave Program, please refer to the appropriate Collective Bargaining Agreement and Catastrophic Leave Program Technical Letters.
Family and Medical Leave
Under federal Family and Medical Leave (FML), the California Family Rights Act (CFRA) and CSU policy, employees with at least 12 months of service are eligible for a leave of up to 12 weeks in a 12-month period for the following reasons:
- To care for a child after birth or placement with the employee for adoption or foster care.
- To care for the employee's spouse, domestic partner, child or parent who has a serious health condition.
- If the employee is unable to perform the essential functions of his or her job due to a serious health condition.
Family medical leave is without pay; however, employees must exhaust their personal holiday and any accumulated vacation or compensatory time off prior to beginning unpaid leave. Sick leave credits may be used if mutually agreed upon by the employee and supervisor. Employees in Unit 4 (APC) must request Family Medical Leave (FML). All other represented and non-represented eligible employees may be placed on FML by CSUF after 3 days of leave due to illness or date of knowledge that an employee is off work due to illness or upon their request.
Employees are eligible for five days of bereavement leave with pay for each death of an immediate family member or of a significantly close relative.
- Immediate family: a close relative, domestic partner or other person residing in the immediate household of the employee, except domestic employees, roomers or roommates.
- Significantly close relative: a spouse, domestic partner or the employee's or his/her spouse's mother, father, grandmother, grandfather, grandchild, son, son-in-law, daughter, daughter-in-law, brother, sister, or relative living in the immediate household of the employee.
- Employees may request to extend their bereavement leave by using accrued sick leave (subject to supervisory approval and the provisions of applicable collective bargaining agreements).
The Maternity/Paternity/Adoption/Parental leave is a paid leave of up to 30 days, associated with the birth of an employee's own child or the placement of a child with the employee in connection with adoption or foster care. This type of absence is not charged against the employee's leave credits, and the amount of paid days received is based on employee category.
Paid Maternity/Paternity/Adoption/Parental leave may run concurrently with any other related leaves for which the employee is eligible. The chart below is a reference that can be used to determine the amount of paid maternity/paternity/adoption leave an employee is entitled to under this program. Please review MOU or policy for actual language.
Pregnancy Disability Leave
If a female employee is disabled by pregnancy, childbirth or a related medical condition, she is entitled under California Government Code Section 12945 (b) (2) to take pregnancy disability leave.
- Up to four months (88 work days for a full-time employee) disability leave.
- If more than four months of leave is provided for other types of temporary disabilities, the same leave must be made available to women who are disabled due to pregnancy, childbirth, or a related medical condition.
- Only when actually disabled (includes time off needed for prenatal care, severe morning sickness, doctor-ordered bed rest, childbirth, recovery from childbirth, and related medical conditions as certified by a doctor).
- This leave is without pay, but the employee may use vacation, personal holiday, CTO or sick leave.
- Runs consecutively (not concurrently) with FML.
The California Education Code Section 89519, provides permanent female employees with up to 12 months of time off due to pregnancy/childbirth. This period of time runs concurrently with other leave programs, and is not predicated upon disability. Depending on the situation, some of this leave may be without pay.
- Maternity/Paternity/Adoption/Parental Leave Chart
- DFEH Facts on Pregnancy Discrimination
- DFEH Pregnancy Leave Notice
Non-Industrial Disability Leave
The CSU funds a wage continuation program, Non-industrial Disability Insurance (NDI), in lieu of State Disability Insurance (SDI) for eligible employees that have suffered loss of wages due to a disability or injury that is non-work related. Both plans are administered by the State of California Employment Development Department (EDD).
NDI pays a weekly amount for a maximum of 26 weeks to eligible employees who are unable to work because of a non-work-related disability (including maternity), and who have exhausted their sick leave and met the 7-day waiting period. The waiting period is waived in the event of hospitalization. The benefit amount
is determined by bargaining unit.
The NDI program defines "disability" as: "mental or physical illness and mental or physical injury, including any illness or injury resulting from pregnancy, childbirth or related medical condition". An employee is deemed disabled on any day in which, because of a physical, mental or medical condition, he/she is unable to perform his/her regular or customary work. An attending physician must verify the disability.
NDI applications are processed through EDD. Generally, eligibility determinations are mailed to the employee and the campus within 7-10 days after the receipt of the completed application, including physician's statement, by the EDD office.
Eligible MPP, executive, CFA, APC and UAPD employees are covered under a long-term disability (LTD) plan through Standard Insurance Company, which continues the income for employees who qualify while they are disabled.
- Benefits are payable after the employee has been continuously disabled for the entire waiting period (180 days).
- For the first 24 months, to qualify for benefits the employee must be disabled from performing the material duties of his or her occupation.
- After 24 months, benefits are payable only if the employee is disabled from performing the material duties of any occupation for which he or she is reasonably fitted by education, training and experience.
- MPP, CFA, APC and UAPD employees - pays 66 2/3 percent of $15,000 ($22,500 for Executive) of an employee's pre-disability earnings, reduced by other income the employee is eligible to receive because of disability, and subject to an maximum benefit of $10,000 per month ($22,500 for Executive)
- The LTD program was eliminated for SETC employees effective July 31, 2005 per HR/Benefits 2005-17.
- The CSU pays the entire premium for this insurance.
Long Term Disability Certificate
Industrial Disability Leave
The Industrial Disability Leave (IDL) Program is a salary continuation program, in lieu of workers' compensation temporary disability (TD) benefits, for CSU employees who are CalPERS members and who have suffered a work-related injury or illness.
- The IDL benefit is equivalent to the full amount of the injured employee's salary for the first 22 days of the work-related injury or illness (a three day waiting period may apply).
- Thereafter, IDL benefits will be equivalent to two-thirds of the employee's salary, payable for the next 11 months of disability.
- An eligible employee may receive IDL payments for a period not to exceed 52 weeks within two years from the first day of disability.
Emergency, temporary and indefinite military leaves are provided in compliance with federal and state regulations and collective bargaining provisions. To request the use of military leave, please complete the Leave form attaching the military orders. The Leave form is available on the HR Operations web page at Formal Leave of Absence Request.
Jury Duty Leave
An employee who is summoned for jury duty service is eligible for paid jury duty leave for the days that he/she actually reports to jury duty. On-call jurors who are not required to report for jury duty service are not eligible for paid jury duty leave.
Depending on the employee's category, an hourly employee or an employee that works less than full time, is eligible for time off with pay for jury duty for only those hours he/she was scheduled to work.
To initiate Jury leave, indicate the time served on the attendance form #634 in section 7F. Attach the Jury notice and monies received to form #634 and forward to your attendance reporting clerk.
Organ Donor Leave
The Organ Donor Leave (ODL) Program, in accordance with Assembly Bill (AB) 1825, allows CSU employees, who have exhausted all available sick leave, to take a paid leave of absence of up to 30 continuous calendar days in any one-year period when donating his or her organ to another person or a paid leave of absence of up to five continuous calendar days in any one-year period when donating his or her bone marrow to another person. To request the Organ Donor Leave, please complete the Leave form and submit completed form to HR. The Leave form is available on the HR Operations web page at Formal Leave of Absence Request Form.