Provides for paid leave for a state employee who donates an organ. The duration of the leave is dependent on the type of donation and notice should be provided to the employer at least thirty (30) days prior to the leave.
Impact
The duration of the paid leave depends on the type of organ donated. Employees may take up to 60 calendar days for kidney or liver donations, and up to 30 days for bone marrow donations. This policy ensures that organ donors do not suffer financially during their recovery period, promoting both the health of employees and the welfare of the community by encouraging organ donations.
Summary
House Bill 5020, introduced in the Rhode Island General Assembly, seeks to provide paid leave for state employees who undergo organ donations. This legislation amends Title 36 of the General Laws to create the Organ-Donation Leave Act. Under this act, employees who have completed an initial probationary period and have worked a minimum of 1,250 hours in the preceding year are eligible for paid leave when donating a kidney, a liver segment, or bone marrow, as well as for necessary recovery time following the donation.
Conclusion
If passed, HB 5020 would not only alter aspects of employee leave policies in the state but also potentially increase the number of organ donations by alleviating the concerns of employees about job security and financial strain. The bill signals a commitment to public health and supporting those who contribute to life-saving procedures.
Contention
Notably, the bill requires employees to provide a minimum notice of 30 days prior to taking the leave, which may present challenges in cases of urgent donations. Additionally, while eligible employees could utilize this leave without exhausting their sick or annual leave, there may be concerns regarding the coordination of this leave with other benefits, such as those under the Family and Medical Leave Act (FMLA).
Provides for paid leave for a state employee who donates an organ. The duration of the leave is dependent on the type of donation and notice should be provided to the employer at least thirty (30) days prior to the leave.
Amends the definition of "small employer" for purposes of the small employer health insurance availability act to mean a business employing less than one hundred (100) employees rather than fifty (50) employees.
Increases the amount of parental or family leave available to an employee from thirteen (13) weeks to twenty-four (24) weeks in any two (2) calendar years.
Mandates that the work week be reduced to thirty-two hours and rate of pay for a thirty-two (32) hour workweek would remain the same as the rate of pay for forty hours.
Increases the amount of unpaid parental or family leave available to an employee, from thirteen (13) weeks to twenty-six (26) weeks, in any two (2) calendar years.
Repeals the law that allowed employers to pay some of their minor employees and employees who are full time students and not attained the age of nineteen (19), less than minimum hourly wages, requiring them to be paid a minimum hourly wage.
Requires employer to furnish items and conditions of employment and a pay stub explaining how wages were calculated/reasons for deductions/allows the employee to file a court action against employer for violation.
Requires employer to furnish items and conditions of employment and a pay stub explaining how wages were calculated/reasons for deductions/allows the employee to file a court action against employer for violation.
Allows teachers, state and municipal employees to retire upon the earlier of reaching age sixty (60) with thirty (30) years of service or the employee's retirement eligibility date under present state statutes.