Disability Coverage – Short Term

The College’s self-insured Hourly Short Term Disability (HSTD) plan provides an income protection benefit for eligible employees on extended approved medical leaves due to serious personal illness or injury.

Who is eligible for the Hourly Short Term Disability plan?
Eligible employees are those who have worked at the College for at least 12 months, work at least 1,560 hours per year, and have applied and been approved for FMLA. The medical leave must have started on or after January 1, 2012. HSTD benefits are not available for employees whose leaves began prior to the effective date.

What benefits does HSTD provide?
After a 30-day elimination period, the College will provide a self-insured income protection benefit of 60% of pre-disability pay to eligible employees. The benefit may continue up to the 180th day of absence, at which time permanently and totally disabled employees may qualify for the Lincoln Financial Group Long Term Disability (LTD) plan. College contributions to the 403(b) Defined Contribution Retirement Account will continue as a percentage of the actual amount being paid as an HSTD benefit (not as a percentage of full regular pay). The maximum weekly benefit is $500.

How are HSTD benefits paid?
Benefits will be direct-deposited on regular pay dates.

Will any deductions be taken from the HSTD pay?
Yes, all regular payroll deductions will apply to HSTD pay. This includes federal, state, and local taxes and any garnishments. If enrolled, premium deductions for Health, Vision, Dental, FSA, Optional Life, Voluntary Accident & Dismemberment, and the 403(b) retirement plans will continue.

How do I apply for the HSTD benefit?
A written application is not required. HSTD benefits will automatically become payable to eligible employees on the 31st day of approved absence. Proof of disability and continuing disability will be required. The FMLA forms currently in use will be used as documentation of the need for HSTD. No benefits are payable for employees not approved for FMLA.

When do HSTD benefits end?
HSTD benefits are available from the 31st up to the 180th day of absence, provided that proof of continuing disability is received from your physician. HSTD pay will end the day your physician releases you to return to work.

What about Sick Leave and the Sick Leave Pool?
There are no changes to the Sick Leave and Sick Leave Pool policies. Employees are expected to accumulate sick leave to cover the first 30 days of extended absence due to personal illness or injury.

Does Sick Leave coordinate with HSTD?
Yes, eligible employees may use vacation and sick time to augment the HSTD benefit, but may not use it to receive more than 100% of pre-disability pay.

For additional information, please contact the Benefits Office at extension 2526.