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The Organ Donor Leave (ODL) Program, in accordance with Assembly Bill (AB) 1825, allows
CSU employees, who have exhausted all available sick leave, the following leaves of
absence with pay:
- A paid leave of absence of up to 30 continuous calendar days in any one-year
period to any employee who is donating his or her organ to another person.
- A paid leave of absence of up to five continuous calendar days in any one-year
period to any employee who is donating his or her bone marrow to another person.
The one-year period is a "rolling" year commencing on the first day of ODL.
In order for such leave to be designated as ODL, the employee must provide written verification
specifying that the employee is an organ or bone marrow donor, and that the donation is
medically necessary. Such leave will apply only to those employees who are viable donors, and
cannot be used to cover absences for preliminary tests conducted on a "potential" donor.
If an employee is unable to return to work beyond the time or period that ODL was granted, the employee
can apply existing vacation credits and/or compensatory time off to the absence, as deemed appropriate.
If the employee has exhausted all available leave credits and is unable to return to work following the
ODL, the employee may be eligible for Non-Industrial Disability Insurance (NDI).
ODL runs currently with the CSU Family Medical Leave Policy, and employees continue to receive benefits
(if enrolled) while participating in ODL. Employees who subsequently exhaust all other available leave
credits after ODL, may elect to continue benefits via direct payment.
For more information on the ODL, please refer to the appropriate Technical Letters
and/or Memorandum of Understanding.
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Last Updated: February 28, 2005
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