Types of Leaves

·          Sick Leave

·          CSU Family Medical Leave

·          California Pregnancy Disability Leave

·          Paid Maternity/Paternity (MAT/PAT) Leave

·          Education Code 89519 Leave

·          Non-Industrial Disability (NDI) Leave

·          Industrial Disability Leave (IDL)

·          Catastrophic Leave Program

·          Bereavement Leave

·          Vacation Leave

·          Personal Holiday

·          Organ Donor Leave Program (ODL) 

·          Leave Without Pay (LWOP)

·          Jury Duty

·          Military Leave

To request a leave of absence, the employee must submit a written request to his/her appropriate administrator as well as completing a

Leave of Absence Request form. (You may pick up a form from Human Resources Management)

Employees are encouraged to meet with the Benefits staff in Human Resources Management prior to taking a leave of absence. 

A physician certification is required for medical leaves.

Full-Time employees earn 8 hours per month; part-time employees earn a prorated amount based on time-base or

hours worked, with unlimited accumulation.

Use of sick leave requires prior approval by a supervisor.  The use of sick leave in excess of three (3) days will be

calculated as part of your Family Medical Leave (FML) entitlement unless employee is disabled due to pregnancy.   

FML leave is provided in accordance with state and federal laws which grant up to 12 weeks of paid or

unpaid leave during a 12-month period to care for you, a child, spouse, or parent with a serious health condition. 

Medical certification is required.  While on unpaid leave, the employee may request to continue receiving benefits coverage.

The FML Act provides an employee with the right to reinstatement to the same or another position with equivalent

benefits, pay, and conditions of employment upon the employee’s return to work at the end of the FML. 

Other than for pregnancy disability, FML runs concurrent with other types of leaves listed here. 

Please contact the HR staff to determine your eligibility for this leave.

The Government Code entitles female employees up to 6 weeks of time off for normal pregnancy/delivery

and up to 4 months of time off for extended disability related to pregnancy and/or childbirth. 

This provision guarantees the employee time off from work and a right to return to her same/comparable position. 

This leave can be paid or unpaid depending on employee’s available leave credits.

The university provides paid maternity/paternity/adoption leave benefits to certain employee groups, subject

to certain restrictions.  Employees requesting this type of leave must meet with the Benefits staff in

Human Resources Management to discuss other applicable programs, such as pregnancy disability leave, and

how the various leaves are coordinated.

Time taken under this leave is calculated as part of your FML, if entitlement has not been exhausted.

This leave is available to female employees with permanent status. 

The employee may request a leave of absence without pay for the purposes of the pregnancy, childbirth

or the recovery from childbirth for a period not to exceed one year. 

Any change in the length of the leave must be approved by the administration.

Time taken under this leave is calculated as your FML, if entitlement has not been exhausted.

Employees who are appointed half-time or more for one year of service or one academic year, and

who are members of the California Public Employees Retirement System (CalPERS) or

the State Teachers Retirement System (STRS), are eligible for NDI benefits

when disabled due to illness or injury that is not work-related.

This benefit is provided to reduce the financial impact for an employee who suffers a “wage loss”

as a result of a non-industrial disability.  

Time taken under this leave is calculated as part of your FML entitlement unless employee is disabled due to pregnancy.

Eligible employees may receive NDI benefit payments for up to 26 weeks (182 calendar days)

Weekly rates range from $125.00 to $250.00 depending upon the employee’s bargaining unit.

Benefits (health, dental, vision & life) will continue as long as there is enough pay to cover the deductions.    

All university employees and registered volunteers are insured under Workers’ Compensation law for a work-related injury or illness. 

The CSU arranges and pays for all reasonable charges incurred for medical services in connection with such injury/illness. 

State employees who are active members of CalPERS or STRS are eligible to receive Industrial Disability leave in lieu of

Temporary Disability.  Risk Management & Environmental Health and Safety  (EHOS) will

assist you in assessing and understanding your Workers’ Compensation benefits

should you experience a work-related injury or illness.

Catastrophic Leave is a benefit available to all faculty and staff who accrue sick, and vacation leave.

Eligible employees may receive sick leave or vacation credits donated by other employees on the same campus. 

The purpose of donated leave is to ease the financial burden of employees who have exhausted all of their own leave credits. 

Employees may initially request donated time for up to three months; an additional

three-month period may be approved on a case-by-case basis.  Depending on the amount of time received, an

employee will continue to receive a pay warrant (not to exceed their normal full pay), which will

keep all benefits in active status.  While receiving donated time, employees will continue to

receive vacation, sick leave, seniority, and service credits.

The Catastrophic Leave Program may also be used if the employee’s immediate family member is

incapacitated due to an illness or injury.  Please contact the HR staff to determine your eligibility for this program.

Time taken under this leave is calculated as part of your FML entitlement, unless employee is disabled due to pregnancy.

Employees are entitled to paid leave for the death of an immediate family member.

Length of paid leave and definition of family member is determined by employee category. 

Please refer to the appropriate Collective Bargaining Contract for details.

Eligible full-time employees accrue vacation time according to employee category and/or years of service. 

Vacation maximums apply to all employees; please refer to the appropriate

Collective Bargaining Contract for details.  Part-time employees earn on a pro rata basis.

Use of vacation leave requires prior approval by supervisor.

All eligible employees are entitled to one Personal Holiday per year. 

It must be used by December 31 of each year or you will lose it. 

Part-time employees earn prorated amount based on time-base or hours worked.

The Organ Donor Leave Program (ODL) allows employees, who have exhausted all available

sick leave, the following leaves of absence with pay:  A paid leave of absence not exceeding 30 consecutive

calendar days in any one-year period to any employee donating his/her organ to another person. 

A paid leave of absence not exceeding 5 consecutive calendar days in any one-year period to any employee

donating his/her bone marrow to another person.  ODL is available to all eligible non-represented and

represented employees who provide written verification that they are organ/bone marrow donors and

there is a necessity for the donation.

Time taken under this leave is calculated as part of your FML entitlement.

A full-time employee or a regular part-time employee may be granted a full or partial leave of absence

without pay for up to one (1) year, subject to management approval. 

Leave without pay for 15 days or more is formally requested in writing by the employee. 

It is important that the employee contact the Benefits staff in Human Resources Management before

going on extended Leave without pay in order to avoid cancellation of group coverage policies and other benefits.   

Please refer to the appropriate Collective Bargaining Contract to determine eligibility for this leave.

Employees who serve Jury Duty receive their salary provided they remit

the amount received for such duty to the University.

As state employees there is no limit for which you can serve as a juror. 

Please refer to the appropriate Collective Bargaining Agreement for more details.

Please contact the Human Resources Office for further information. 

The CSU supports and grants Military Leave in accordance with state and federal law. 

Please refer to the appropriate Collective Bargaining Agreement for more details.

Please contact the Human Resources Office for further information. 

This summary is only for purposes of illustration and does not purport to represent the rights or liabilities of the parties pursuant to the underlying policies, contracts, or law.  Contact Human Resources Management, Benefits for details.

Human Resources Management

Created: June 2004

                                                                                                              Revised:

California State University,

   Dominguez Hills

  Leave Programs Summary

 Human Resources Management

Welch Hall C-495

  Phone (310) 243-3771

Fax (310) 516-3595