Leave Benefits Summary

Sick Leave

May be used according to CSU policy and collective bargaining agreements.

Family Care & Medical Leave Act (FMLA)

Entitles eligible employee up to twelve (12) weeks of time off, in a twelve (12)-month period, for a serious health condition or to care for a new child. In the case of pregnancy/childbirth, FML does not require the mother be disabled or that the child be ill; additionally, pregnancy disability leave or maternity leave for the birth of a child would be considered qualifying FMLA leave for a serious health condition and may be counted in the twelve (12) weeks of leave.

Must have been employed for at least twelve (12) months (not necessarily continuously) and must have worked 1,250 hours preceding the leave. Note: CSU eliminated the 1,250 work hour requirement for full-time and part-time employees in the following employee groups: Unit 4 (APC) and Units, 2, 5, 7, and 9 (CSUEU) pursuant to their respective collective bargaining agreements.
This period of time may be paid or unpaid, depending upon other benefits available.
This provision guarantees the employee time off from work, continuing benefits, and a right to return to the same/comparable position.
The CSU incorporates both the Federal Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) leave entitlements and run concurrently.

California Family Rights Act (CFRA)

Entitles eligible employees for up to twelve (12) work weeks of time off, in a twelve (12) month period, for a serious health condition or to care for a new child. At the end of an employee's period(s) of pregnancy disability leave, a CFRA-eligible employee may request a CFRA leave of up to twelve (12) work weeks for reason of birth of her child if the child has been born by this date. There is no requirement that either the employee or child have a serious health condition nor is there a requirement that the employee no longer be disabled by her pregnancy, childbirth, or related medical condition before taking CFRA leave for reason of birth of her child. The CFRA does not provide for a leave for the employee's own serious health condition when it is caused by pregnancy, childbirth, or related medical condition.

Must be either a full-time or part-time employee working in California
Must have been employed more than twelve (12) months (52 weeks) of service with the employer.
This period of time may be paid or unpaid, depending upon other benefits available.
This provision guarantees the employee time off from work, continuing benefits, and a right to return to the same/comparable position.
The CSU incorporates both the Federal Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) leave entitlements and run concurrently.

Pregnancy and Parental Leave

For information on pregnancy disability leave and maternity/paternity/adoption, please visit our Pregnancy and Parental Leave page.

Non-Industrial Disability Insurance

NDI is a wage continuation program that provides income for eligible employees who are disabled and unable to work due to a non-work related injury or illness. The NDI program is administered by the State Employment Development Department (EDD), and provides up to twenty-six (26) weeks of benefits.

Catastrophic Leave Donation Program

The Catastrophic Leave Donation Program is intended to provide a recipient employee donated leave credits, to be used to supplement Industrial Disability Leave, Non-Industrial Disability Insurance, or Temporary Disability payments.

To qualify for the Catastrophic Leave Donation Program, the recipient employee shall have exhausted all accrued leave credits due to catastrophic illness or injury that has totally incapacitated the employee from a full day of work (partial work days are excluded). Eligibility extends to an immediate family member who is totally incapacitated due to illness or injury which requires the employee's assistance. The recipient employee must request participation in the Catastrophic Leave Donation Program in order to request and receive donations using the Verification of Eligibility for Catastrophic Leave Donation Program form. The benefit payment depends on number of leave credits donated.

To view the current list of employees in need of donated leave credits, please visit: Catastrophic Leave Donation Requests