Leave Programs

For questions and inquiries regarding medical leave, please contact leaves@sfsu.edu

CSU Disability Leaves Programs

A variety of leaves programs are available to employees at San Francisco State. The Office of Human Resources – Leave programs coordinate the following leave programs: Catastrophic Leave, Family Medical Leave, Maternity/Paternity Leave, Military, Bereavement, and Non-Industrial Disability Insurance (NDI), Jury Duty, Organ Donor Leave.

Eligibility guidelines are subject to appropriate Collective Bargaining Agreements (CBAs), specific policies, applicable legal agreements, and current state and federal legislation. Approval for these programs may be granted to employees depending on the circumstances of the leave and the appropriate collective bargaining unit of the employee.

CSU Family Medical Leave

Overview

Under CSU Family Medical Leave (FML) eligible employees may take job-protected leave for up to twelve (12) weeks in a 12-month period for specified reasons relating to the employee’s or a qualified family or service members’ serious health condition, in connection with at the birth or placement of a child, or for a qualified military exigency. CSU FML incorporates both the Federal Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA) leave entitlements, which normally run concurrently.

Entitles eligible employee up to twelve (12) weeks of time off, in a twelve (12)-month period for specified reasons relating to the employee’s or a qualified family or service members’ serious health condition, in connection with at the birth or placement of a child, or for a qualified military exigency

  • Must have been employed for at least one academic year or twelve (12) months (not necessarily continuously) preceding leave.
  • This period of time is unpaid but the law permits the employees to use their leave accruals to be paid.
  • This provision guarantees the employee job protection, 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 runs concurrently.

 

Pregnancy Disability Leave Time

CFRA Leave Time

Interaction of PDL and CFRA

Interaction of CFRA and FMLA

Interaction of PDL and FMLA

4 months

twelve (12) weeks in twelve (12) mo.

Employees are entitled to CSU FML leave under a variety of circumstances:

  • Birth or placement for a child, to bond with a newborn or newly placed child for adoption or foster care; or to care for a child with a serious health condition.
  • Care for the employee’s spouse registered domestic partner or parent with a serious health condition.
  • Employee’s own serious health condition that makes the employee unable to perform one or more of the essential functions of his/her job.
  • Qualifying Military Exigency Leave (MEL)
  • Service Member Care Leave (SMCL) for a covered servicemember with a serious injury or illness, if the employee is the spouse, registered domestic partner, son, daughter, parent, or next of kin of the service member.

CSU policy requires that when an employee is placed on CSU FML for their own serious health condition, the employee must use his/her sick leave, vacation credits, Personal Holiday, and CTO (unless specifically excluded by collective bargaining agreement) prior to going on any unpaid portion of CSU FML.

Leaves for the employee’s own, family member's, or covered service member’s serious health condition can be permitted on either an intermittent or reduced work schedule when medically necessary. For intermittent leave or leave on a reduced work schedule, there must be a medical requirement for that type of leave (as distinguished from voluntary treatments and procedures) and such medical need must best be accommodated through an intermittent or reduced work schedule. Employees needing intermittent CSU FML or a reduced work schedule must make a reasonable effort to schedule leave to avoid disrupting campus operations

While an employee is on CSU FML, the CSU pays its normal share of any medical premiums pursuant to law. In addition, CSU will continue to pay its normal share of any premiums for dental insurance and vision coverage. The employee continues to be responsible for his or her share (if any) of such benefits. Accounts receivable will be set up for the employee’s share of the premium if any.

To request leave covered under CSU FML, please contact the Leaves department at leaves@sfsu.edu upon receiving notification of a request/need for leave, the Leaves Office will provide to the requesting employee the documentation required. Employees must provide 30 days’ advance notice for foreseeable leave or as much advance notice as is practicable. When 30 days’ notice is not possible, the employee must give notice to the employer on the same day that s/he learns of the need for leave, or the next business day, after the need arises for unforeseeable leave, unless it is impracticable.

The Leaves unit will require a Leave of Absence Request Form and Certification of Health Care Provider (CHCP) from an employee seeking leave for his/her or a qualified family or service members’ serious health condition. It is important that your family member’s health care provider answer fully and completely all applicable parts of the CHCP. Responses should be the provider’s best estimate based upon the provider’s medical knowledge, experience, and examination. Terms such as “lifetime,” “unknown,” or “indeterminate” may not be sufficient to determine eligibility for CSU FML. CHCP’s that are incomplete or insufficient will be returned to the employee and the employee will be directed to obtain the missing information from their health care provider. Failure to timely provide the required information may result in a delay or non-approval of leave.

Maternity/Paternity/Adoption Leave

Pregnancy disability leave permits a female employee up to four months of leave for the disability period due to pregnancy, childbirth, or a related medical condition. An employee is considered disabled if she is unable to perform one or more essential functions of her job due to pregnancy or related health conditions. The employee is required to provide medical verification from her doctor. This leave is without pay, but the employee may use vacation, personal holiday, CTO, or sick leave during the period of disability.

The Maternity/Paternity/Adoption leave is a paid leave associated with the birth of an employee's own child or the placement of a child with the employee in connection with the adoption or foster care. This type of absence is not charged against the employee's leave credits, and the amount of paid days is based on the employee’s Bargaining category.

Paid Maternity/Paternity/Adoption leave runs 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.

Number of Eligible Paid Days by Bargaining Unit

Bargaining Unit

Number of Eligible Paid Days

Timeframe Guidelines for the Paid Maternity/Paternity/Adoption Leave

Unit 1, 2,5,7,9 (CSUEU), 4,6,8

30 Days

Days are consecutive and shall commence within 60 days of the arrival of the new child. Upon mutual agreement and on an exception basis, the scheduling of leave may be modified to meet the operational needs of the campus.

Unit 3 (Faculty)

30 Days or 40% RWS / semester

Days run consecutively and shall commence within a 135 day period, which begins 60 days prior to the anticipated arrival of a new child, and ends 75 days after the arrival. In lieu of 30 days, Unit 3 employees can take a 40% reduced work schedule for the semester.

Unit 10 (IUOE)

15 Days

Commences with the arrival of the employee's child, and days run consecutively. Scheduling of leave may be modified by mutual agreement.

Unit 11 (Academic Student Employees)

None

Not available to employees within this employee category.

Confidential (C99)

30 Days

Days are consecutive and shall commence within 60 days of the arrival of the new child. Upon mutual agreement and on an exception basis, the scheduling of leave may be modified to meet the operational needs of the campus.

Management Personnel Plan (MPP) (M80)

30 Days

Days are consecutive and shall commence within 60 days of the arrival of the new child. Upon mutual agreement and on an exception basis, the scheduling of leave may be modified to meet the operational needs of the campus.

Executive (M98)

30 Days

Days are consecutive and shall commence within 60 days of the arrival of a new child.

Excluded (E99, including TAs)

None

Not available to employees within this employee category.

Paid Leave Entitlements

San Francisco State Lactation Room(s)

Pursuant to California law (AB 1030-33), employees who request a reasonable accommodation to express milk will be provided a private location reasonably close to their work location.

A reasonable amount of time will be provided for the employee to express milk. Supervisors may consider flexible working arrangements based on the operational needs of the unit.

Whenever possible, lactation breaks will run concurrently with breaks already provided to the employee. Employees should make their lactation needs known to Human Resources who will provide location access and any protocol answers.

Supervisors should contact Human Resources with any questions regarding this matter.

Individuals who use these facilities are expected to make their own arrangements for refrigeration, including sealed containers, and proper storage.

For additional policy information, please visit - Pregnant, Nursing and/or Parenting Employees & Students | Title IX: Promoting Gender Equity & Preventing Sexual Harassment/Sexual Violence (sfsu.edu)

 

Students who wish to use these facilities should contact:

Rebecca Sanchez - Email: bex@sfsu.edu - Phone: (415) 338-3888 - SSB 403

THE LACTATION ROOMS ARE STRATEGICALLY LOCATED IN THE FOLLOWING AREAS:

 

  1. J. Paul Leonard Library - LIB267
  2. Science Building - SCI379 (Temporarily Unavailable)
  3. Children’s Campus – MULTI-PURPOSE ROOM
  4. Mashouf Wellness Center - MWC115

 

Nursing mothers can register to use the Lactation Room by making a room request by clicking on the link below and entering their SF State Credentials:

Lactation Room Reservations

Lactation Room Locations Map - PDF

Staff/Faculty

Human Resources Leaves Programs - leaves@sfsu.edu / HR Client Services Center

 

Students

Rebecca Sanchez - Email: bex@sfsu.edu - Phone: (415) 338-3888 - SSB 403

Other Disability Programs

Provides paid benefits for eligible employees up to twenty-six (26) weeks for their own illness / Injury.

  • This benefit begins when sick leave credits are exhausted. An employee may elect to use other leave credits in addition to sick leave prior to applying for NDI benefit.
  • This program runs concurrently with other programs.
  • This provision guarantees the employee time off work, continuing benefits, and a right to return to her same/comparable position.

    More Information about Non-Industrial Disability Leave

The CSU Catastrophic Leave Donation Program allows employees to voluntarily donate sick and/or vacation leave credits to employees that are totally incapacitated due to a catastrophic illness or injury, and have exhausted all leave credits, including any sick, vacation, personal holiday, or CTO credits. Family illnesses that are deemed catastrophic, requiring an employee to be absent to care for an immediate family member, are also eligible for the CSU Catastrophic Leave Donation Program. Depending on the employee category, an employee who accrues vacation or sick leave credits may voluntarily donate a certain number of accrued hours to another employee deemed eligible for catastrophic leave.

The maximum number of hours you can donate in a fiscal year (July 1-June 30), is determined by your collective bargaining identification unit (CBID):           

Catastrophic Leave Donation Table

CBID

1

Physicians

2, 5, 7, 9 CSEA

3

Faculty

4

Academic Support

6

Trades

8

Public Safety

11

UAW (TA’Only)

12

CSUEU

MPP CONF

E99 Excluded

MAX HRS

1-40

1-40

1-40

1-40

1-40

1-16

1-16

1-40

1-40

1-40

To donate Catastrophic Leave Credits, complete the Catastrophic Leave Donor Form and submit it to the Office of Human Resources. Catastrophic leave donations are not transferable between campuses. An employee can donate to or receive credits from employees at his/her respective campus only.

For additional questions on the catastrophic leave program, please contact the Leaves Office at leaves@sfsu.edu

Bereavement leave is granted upon the death of an immediate family member or a “significantly close relative” as defined by University Policy and the Collective Bargaining Agreement. Refer to the collective bargaining agreement for the number of bereavement days allowed.

More information about Bereavement/Funeral 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.

More Information about Industrial Disability Leave

Employees are granted time to serve on jury duty. Employees will receive a full salary while absent to perform jury duty provided the University is reimbursed for monies employees receive for serving as jurors. (Unlimited days allowed).

More Information about Jury Duty

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.

More Information about Organ Donor Leave

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, contact the Human Resources Employment Services unit.

More Information about Military Leave