WeVote
Log In

Bill

Bill

SB 2623

AN ACT RELATING TO PUBLIC OFFICERS AND EMPLOYEES -- ORGAN-DONATION LEAVE ACT

2026 Regular Session Introduced by Jake Bissaillon and 6 co-sponsors

Provides paid, job-protected organ-donation leave for eligible Rhode Island state employees to donate an organ or bone marrow, with defined limits and benefits integration.

06/09/2026 Senate passed as amended (floor amendment)
0
WeVote Research Nonpartisan
Bill Summary · SB 2623

Overview

SB 2623 ( Rhode Island, 2026 ) proposes a new state law establishing the Organ-Donation Leave Act. The measure would grant paid organ-donation leave to eligible state employees who donate an organ (kidney, liver segment, or bone marrow) and are medically cleared to recover. The entitlement is subject to eligibility criteria, duration limits, and coordination with other leave programs.

Purpose and intent

  • To provide paid, job-protected leave for state employees who donate an organ or bone marrow, supporting employees’ recovery while preserving employment status.
  • To ensure the leave is clearly defined, time-limited, and integrated with existing leave and leave-related protections (e.g., FMLA).

Key provisions

  • Eligibility

    • State employees who are currently working and have completed a probationary period.
    • Must have worked at least 1,250 hours in the previous 12 months.
    • Eligible for organ-donation leave to donate a kidney, a liver segment, or bone marrow and recover medically.
    • Leave may be taken no more than once in any 12-month period.

  • Duration and termination

    • Kidney or liver segment donation: up to 60 calendar days.
    • Bone marrow donation: up to 30 calendar days.
    • Leave ends when:
    • The medical necessity for absence ends (per provider documentation),
    • The employee’s seasonal layoff, limited-term appointment expiration, position abolition, or separation from state service occurs,
    • The employee returns to work.

  • Notice

    • Employee should provide as much notice as practicable, with at least 30 days’ notice before the anticipated start of the leave.

  • Pay

    • Eligible full-time employees receive base pay during the leave.
    • Eligible part-time employees receive base pay for the average weekly hours scheduled over the last six pay periods, distributed evenly Monday–Friday.
    • Hours are recorded as administrative leave.

  • Holidays

    • Observed holidays during leave are paid holidays and do not extend the leave duration.

  • Leave balances and accruals

    • Employees are not required to exhaust sick or annual leave before taking organ-donation leave.
    • Sick and annual leave accrue during the leave.
    • No other paid leave may be used during organ-donation leave.
    • Time on leave counts toward step increases if the employee is in satisfactory standing.

  • Coordination with other benefits

    • Time off for organ donation also counts toward Family and Medical Leave Act (FMLA) and unpaid medical leave entitlements.

  • Effective date

    • The act would take effect upon passage.

Who is affected

  • State employees who meet the eligibility criteria (current employment, probationary completion, ≥1,250 hours in the prior year).
  • Agencies and HR/payroll offices responsible for administering paid organ-donation leave, including integration with FMLA, sick/annual leave accruals, and payroll processing.

Procedural and timeline aspects

  • Introduction and referral: Introduced February 13, 2026; referred to Senate Labor & Gaming.
  • Committee action: Recommendation to hold for further study (April 8, 2026); scheduled hearings and consideration (April 3 and June 2, 2026 entries indicate subsequent action planning).
  • Enactment timeline: If passed, the act would take effect upon passage (no delayed or sunset provision noted).

Summary

SB 2623 would create the Organ-Donation Leave Act, granting eligible Rhode Island state employees paid, job-protected leave to donate an organ (kidney, liver segment) or bone marrow, with specified maximum durations, notice requirements, and payroll/benefit integration. The leave runs concurrent with FMLA and does not require exhausted sick or annual leave, while continuing accruals and ensuring appropriate use of leave and holidays. The policy aims to support organ donation recovery while safeguarding employee employment and benefits.

Compiled from official sources — confirm details with the bill’s official record.

Sign in to ask a question.