Wisconsin mandates up to 6 weeks of unpaid leave for organ and bone marrow donation
Wisconsin's Bone Marrow and Organ Donation Leave Act requires employers with 50 or more permanent employees to provide eligible employees with up to six weeks of unpaid leave for the purpose of donating bone marrow or an organ. This leave runs concurrently with, and shares eligibility requirements similar to, the Wisconsin Family and Medical Leave Act (WFMLA).
Bone Marrow and Organ Donation Leave
Ensuring eligible employees can take necessary time off for life-saving donations without jeopardizing their employment.
What those rules do as a Wisconsin shift is created.
Teambridge automatically identifies and applies the correct leave entitlements for employees requesting time off for bone marrow or organ donation, ensuring compliance with Wis. Stat. 103.11.
Leave Request Validation
When an employee requests leave for bone marrow or organ donation, Teambridge verifies their eligibility against WFMLA criteria (1000 hours worked in the past 52 weeks and 52 weeks of employment).
Accurate Leave Tracking
Teambridge tracks the usage of bone marrow/organ donation leave, ensuring that the total time off does not exceed the statutory limit of 6 weeks within a 12-month period, preventing over-allocation.
Employer Size Compliance
For employers with fewer than 50 permanent employees, Teambridge will flag bone marrow/organ donation leave requests as outside the scope of Wis. Stat. 103.11, preventing misapplication of the rule.
Deploy Wisconsin compliance for your business.
Stop worrying about keeping up with changing state and local labor laws. Teambridge bakes compliance directly into your scheduling and payroll.
Wisconsin's Bone Marrow and Organ Donation Leave Act
Wisconsin law mandates that eligible employees may take up to six weeks of unpaid leave for the purpose of donating bone marrow or an organ. This specific leave entitlement is distinct from, but shares many operational similarities with, the Wisconsin Family and Medical Leave Act.
Wis. Stat. § 103.11 — Leave for bone marrow or organ donation.
An employer shall grant an employee a leave of absence for the purpose of serving as a bone marrow donor or an organ donor. The leave shall not exceed 6 weeks in any 12-month period. To be eligible, an employee must have been employed by the same employer for at least 52 consecutive weeks and have worked at least 1,000 hours for the employer during the 52-week period immediately preceding the commencement of the leave.
Employee Eligibility and Protections
Similar to the Wisconsin FMLA, employees must meet specific tenure and hour-of-service requirements to be eligible for bone marrow or organ donation leave. Specifically, an employee must have been employed by the same employer for at least 52 consecutive weeks and have worked a minimum of 1,000 hours for that employer during the 52-week period immediately preceding the leave. The employer must maintain the employee's health insurance coverage during the leave, and the employee is entitled to return to the same or an equivalent position upon completion of the leave.
Employer Coverage and Leave Duration
The Bone Marrow and Organ Donation Leave Act applies to employers who employ 50 or more permanent employees in Wisconsin. Covered employers must grant up to six weeks of unpaid leave within any 12-month period for eligible employees. This leave is specifically for the medical procedures and recovery associated with bone marrow or organ donation. Employers are prohibited from retaliating against employees for exercising their rights under this statute.
Teambridge ensures compliance with Wisconsin's Bone Marrow and Organ Donation Leave Act.
Teambridge integrates Wisconsin's bone marrow and organ donation leave requirements directly into your HR and payroll processes, providing automated compliance without manual oversight.
Automated eligibility checks
When an employee submits a leave request for bone marrow or organ donation, Teambridge automatically verifies their employment tenure and hours worked against the 52-week and 1,000-hour thresholds, flagging any discrepancies.
Precise leave balance management
Teambridge accurately tracks the amount of bone marrow/organ donation leave taken by each employee within the 12-month period, ensuring the maximum 6-week limit is not exceeded. It provides real-time visibility into remaining leave balances.
Dynamic rule application based on employer size
Teambridge automatically applies the Bone Marrow and Organ Donation Leave Act only to employers who meet the 50+ permanent employee threshold, preventing incorrect application of the rule for smaller businesses.
Centralized leave documentation
All leave requests, approvals, and usage data are securely stored and easily accessible within Teambridge, simplifying audit processes and ensuring comprehensive record-keeping as required by law.
People also ask.
Is bone marrow and organ donation leave paid in Wisconsin?
No, Wisconsin's Bone Marrow and Organ Donation Leave Act (Wis. Stat. 103.11) mandates that the leave is unpaid. Employers are not required to provide compensation during this period.
How much leave can an employee take for organ or bone marrow donation?
Eligible employees may take up to six weeks of unpaid leave for bone marrow or organ donation within any 12-month period.
What are the eligibility requirements for this leave?
To be eligible, an employee must have been employed by the same employer for at least 52 consecutive weeks and have worked at least 1,000 hours for that employer during the 52-week period immediately preceding the leave. This mirrors the eligibility criteria for the Wisconsin Family and Medical Leave Act.
Does this leave apply to all employers in Wisconsin?
No, the Bone Marrow and Organ Donation Leave Act applies to employers who employ 50 or more permanent employees in Wisconsin.
Is an employee's job protected during bone marrow or organ donation leave?
Yes, employers are required to restore the employee to the same or an equivalent position upon their return from leave. Additionally, the employer must maintain the employee's health insurance coverage during the leave, provided the employee continues to pay their share of the premiums.
Can an employer retaliate against an employee for taking this leave?
No, the Act prohibits employers from interfering with, restraining, or denying the exercise of any right provided under the statute, or from discriminating against an individual for opposing any practice prohibited by the Act.