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Disability Leaves and Reasonable Accommodation
A variety of leave programs are available to employees at California State University, Sacramento. The Office of Human Resources – Benefits coordinates the following leave programs: Catastrophic Leave, Family Medical Leave, Maternity/Paternity Leave, and Non-Industrial Disability Insurance.
The Benefits Office also administers the Reasonable Accommodation and Interactive Process in accordance with applicable state and federal laws including, but not limited to the Americans with Disabilities Act (ADA), Sections 504 and 508 of the Rehabilitation Act of 1973, the California Fair Employment and Housing Act (FEHA), Government Code § 12940 et seq., and Education Code §§ 67302 and 67310-13.
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.
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CSU Family Medical Leave (FML)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.
Click here for more information on CSU FML.
Pregnancy Disability Leave (PDL)
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.
Reasonable Accommodations & Interactive Process
Sacramento State provides reasonable accommodations for employees, including applicants for employment, with sensory, mental or physical disabilities. A reasonable accommodation is an accommodation that enables (1) applicants to apply for vacant positions or employees to perform the essential functions of their position, (2) is medically necessary, (3) and does not create an undue hardship.
It is your responsibility to contact the Benefits Office to request an accommodation. You are not required to disclose to your immediate supervisor the medical basis for a requested accommodation. If additional information is needed to respond to your request, the University may request that you ask your health care provider to confirm your disability and/or the need for the requested accommodation.
Medical records are confidential and are maintained in the Benefits Office, not in departmental files.
To request an accommodation, or if you have questions regarding the accommodation process (including requests for accommodation related materials in an alternative format, interpreters, etc.), please contact Art Delao, ADA Analyst, in the Benefits Office by phone at (916) 278-4958, by fax at (916) 278-7331, by email at email@example.com , or by campus mail to campus zip 6032.
For workstation ergonomic evaluations unrelated to a sensory, mental or physical disability, please contact Environmental Health & Safety at (916) 278-6456 to learn more about ergonomic resources. You do not need to go through the accommodation process for a standard ergonomic evaluation.
Please note that the Ergonomic Evaluation Process is different than, and separate from, the ADA/FEHA Reasonable Accommodation process. Office equipment identified as necessary through the Ergonomic Evaluation process is the responsibility of the employee’s department, unless the employee has a qualifying disability and the equipment addresses the employee’s limitations. That determination will be made through the interactive process.
Catastrophic Leave Donation Program
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 amount of hours that can be donated during a fiscal year vary per employee category. To donate Catastrophic Leave Credits, complete the Catastrophic Leave Donor Form and submit to the Office of Human Resources - Disability Leaves.
Catastrophic leave donations are not transferable between campuses. An employee can donate to or receive credits from employees at his/her respective campus only.
The total amount of leave credits donated and used may not exceed an amount sufficient to ensure the continuance of the employee's regular monthly rate of compensation, for a period of up to three months. Donated leave credits may also be used to supplement Industrial Disability Leave (IDL), Nonindustrial Disability Insurance (NDI) or Temporary Disability (TD) payments upon the application for these benefits(s) by an eligible employee. An employee cannot receive Catastrophic Leave in lieu of benefits through a disability program.
Nonindustrial Disability Insurance (NDI)
Non-Industrial Disability Insurance (NDI) provides you with a source of income should you become disabled and unable to perform your normal duties at work. To be eligible for NDI coverage, you must be a CalPERS member. If you are eligible, enrollment is automatic and effective on your date of hire. Currently the CSU pays the full premium for NDI coverage.
Under NDI, if you are unable to work for longer than seven days because of a non-work-related injury or illness, and meet other eligibility criteria, Non-Industrial Disability Insurance provides you benefit payments (based on bargaining unit) for up to 26 weeks.
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 application by the EDD office. To obtain applications and brochures regarding NDI, please contact the Benefits Office at (916) 278-6213.
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.
Military LeaveEmergency military leave, temporary military leave, and indefinite military leave is granted to eligible employees in accordance with state and federal law.
Click here for more information on Military Leave.