Leaves, Disability, and Time Off

Long Term Disability

The Group Long Term Disability Insurance plan is administered by Lincoln Financial Group.

Benefits: Following 6 consecutive months of total disability and continuing until a limiting age, the plan provides a monthly income benefit (including benefits from Social Security and Workers’ Compensation) equivalent to 60% of covered monthly salary, up to a defined maximum. If an employee is eligible for TIAA Retirement Annuity contributions from the College on the date of disability, a monthly annuity premium benefit equal to 10% of covered monthly salary will be credited to the employee’s TIAA Retirement Annuity during the period disability benefits are received.

Eligibility: Faculty with half-time or more teaching contracts and staff scheduled to work 1,560 or more hours per year in a permanent position are eligible to enroll.

Enrollment: Employees are normally enrolled in the plan after one year of service. The one-year service requirement may be waived, however, if the employee provides evidence of coverage under a Long Term Disability Insurance plan through his/her immediate prior employer. If prior coverage is proven, coverage becomes effective the first of the month next following date of eligibility.

Costs: The College pays the full cost of the coverage.

Lincoln Financial Group Benefits
Lincoln LTD Claim Form
Lincoln Life Group LTD Certificate – Class 1
Lincoln Life Group LTD Certificate – Class 2

Parenting Leave

The College supports employees who have the dual concern of maintaining a balance between their work and family obligations through the provision of a Parental Leave policy. The purpose of parental leave is to provide a birth mother, father, domestic partner, foster, or adoptive parent with paid time off to recover from childbirth and/or to care for and bond with a newborn or newly adopted child.

Eligibility

An eligible employee is a faculty or staff member who becomes a new parent, has completed at least one year of service prior to the date parental leave is to begin, and is employed in a regular full-time position working at least 1820 hours annually (.875 FTE)

Plan Provisions

An employee who has or shares primary responsibility for the care of a newborn child or a newly-adopted child is eligible for six weeks of leave with normal pay and benefits during the first twelve weeks immediately following the birth or adoption.

Parental Leave may be used at one time or intermittently during the first 12 weeks immediately following the birth or adoption event.

Paid or unpaid time taken under this parental leave is credited against any available Family & Medical Leave Act leave time.

Applying for Parental Leave

Employees should give notice of the approximate time of desired leave to the immediate supervisor as soon as possible by submitting a written request for Parental Leave on the College’s Leave of Absence form.

Restrictions

If both parents are employed by the College, only one parental leave will be allowed per family. However, the parents may split the parental leave benefit of six weeks between them.

Leave benefits will be paid only for periods in which the employee would otherwise have worked.

• Parenting Leave Policy
• Leave of Absence Form

Short Term Disability

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.

Anthem STD SPD