How is that organizations here in Massachusetts can provide a Health benefit to Management staff to Accrue sick leave to better prepare if a future long term illness/injury occurs with paid time off, while other
non-management staff must take their annual allotment of sick days or "lose them" i.e. no opportunity to bank them for any future long term illness etc.???????
Isn't this blatant DISCRIMINATION???

Not only does it sound discriminatory (assuming it's an ERISA plan or plan subject to federal nondiscrimination laws) but this policy probably violates state laws which also regulate accruals of vacation and sick days. In CA, you can't have a "use it or lose it" policy but you can cap accruals. You should check out the applicable state law.