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Loyola University Chicago

Human Resources

Short-Term Disability (STD)


POLICY

The University recognizes that an employee’s serious medical condition may require an extended leave of absence because he or she is unable to perform the duties of his or her regular position. To accommodate this circumstance, the University provides a Short-Term Disability Program for regular full-time benefit eligible employees who become eligible to participate on the first (1st) day of the month following completion of six (6) months of continuous full time active service.  Any illness or impairment of health verified by a certified doctor’s written statement, that requires an employee to be absent from work for more than three continuous working days, qualifies an employee for consideration of benefits under the Short-Term Disability program.

PURPOSE

The University provides all benefit eligible employees with the opportunity to maintain part or all of his/her pay lasting up to six or three months (depending on employee’s classification) while unable to work due to an employee’s own serious health condition, non-work related injury, or pregnancy. If an employee is unable to work due to short-term disability that lasts longer than 180 days/six months or 90 consecutive days/ three months (depending on the employee’s classification, he or she may be entitled to benefits under the University’s Long-Term Disability (LTD) Plan.

Eligibility

Faculty: A regular full-time benefit-eligible faculty member of Loyola University Chicago (LUC) and Stritch School of Medicine (SSOM), who have been awarded or granted a faculty appointment (tenured, tenure-track, or non-tenure track).

Administrative Department Head and Above: A non-faculty employee of Loyola University Chicago, who is in a full-time regular, non-temporary position and is scheduled to work 0.80 FTE (full-time equivalent) or greater in job classifications of Administrative Department Head and above.

All other Staff: A non-faculty benefit-eligible employee of Loyola University Chicago (LUC) who is in a full-time regular, non-temporary position, and who is scheduled to work 0.80 FTE (full-time equivalent) or greater, or a non-faculty benefit-eligible employee of Stritch School of Medicine (SSOM) who is scheduled to work 1.0 FTE (full-time equivalent) or greater and in a job classification below Administrative Department Head.

INFORMATION

The amount of leave varies according to the employee classification:

Administrative Department Head and Above

Upon completion of the six months of continuous employment, employees in job classifications of Faculty or Administrative Department Head and above receive short term disability benefits according to the following schedule:

All Other Staff Employees

Upon completion of six months of continuous employment, employees in a classification as regular Exempt or Non-Exempt are eligible to receive Short-Term disability. Your Short-term Disability benefits begin after ten days/2 weeks of continuous disability.  For the first ten days/2 weeks of your disability, your pay will continue from your accrued vacation and/or sick time.  If you do not have any accrued vacation or sick time, the first ten days of your disability will be without pay.  Short-Term Disability benefits are determined according to the following schedule:

Your covered Short-term disability income is exclusive of any additional compensation (such as overtime).

Benefits and Compensation

An employee may keep his/her benefit elections while on a paid leave of absence.  Sick and vacation time will not accrue while receiving Short-Term Disability benefits. During a paid leave of absence, the University’s contribution to the Defined Contribution Retirement Plan (DCRP) will continue to be made for an employee on the basis of the compensation being paid by the University. In addition, any pay increases due an employee during an approved Short-Term disability will be delayed until the employee returns to work.  

Faculty members or a 10 month employees, who become disabled while on a scheduled break in the academic schedule, will not be considered as disabled until the date regular work activities are scheduled to resume.

Notification of Absence

Family and Medical Leave of Absence.  In an effort to improve the processing of Leave of Absence requests, Loyola University Chicago has partnered with Prudential to administer the Loyola's faculty and staff member request for leave of absence.  To report your leave if you expect to be out of work for more than three days, you must report your leave to Prudential at 877-FOR-PRU1 (877-367-7781) to initiate your request for a leave of absence.  Please review our Family and Medical Leave of Absence policy by visiting http://www.luc.edu/hr/policies.shtml You can also view the leave notification instructions and other information on the leave management brochure by clicking Reporting an Absence or Disability.

It is an employee’s responsibility to contact Prudential.  Payment for Short-Term Disability benefits is authorized by Human Resources; benefits are available only to an employee who is under a certified physician’s care.  A physician’s verification of the employee's illness will be requested by Prudential.  If false claims for Short-Term Disability benefits are discovered at any time, or an employee fails to report to work on the first regularly scheduled workday following an absence under the Short-Term Disability Program, he/she will be subject to disciplinary action up to and including termination of employment.

Reoccurring Disabilities

If an employees returns to work as an Active Employee, after a period of disability, and becomes disabled again within thirty (30) consecutive working days due to the earlier disability, the second period of disability will be considered an extension of the earlier period of disability and the balance of the remaining STD benefits from the earlier disability shall be payable.

If an employee returns to work after a period of disability and again becomes disabled again after thirty (30) working days of his/her return to work due to a medical condition unrelated to the earlier disability, the second period of disability will be considered new period of disability.

Returning To Work

If you return to work, but not your full-duties before your benefits run out, your benefits will be reduced by the amount you are receiving in salary.  In no instance, will your total short-term disability benefits, due to full and/or partial disability, exceed the maximum benefit available.

Coordination with the Family Medical Leave Act

If you are eligible for federal Family and Medical Leave and your disability qualifies as a serious medical condition under the Family and Medical Leave Act (FMLA), your absence from work will be counted toward your available FMLA time (up to twelve weeks).

 

Revised 1.30.14

Loyola

Office of Human Resources
820 N. Michigan Ave., Chicago, IL 60611
312.915.6175 ยท hr-wtc@luc.edu

Notice of Non-discriminatory Policy