Short and Long Term Disability

Short Term Disability (STD)

Based on medical verification that an employee's condition meets FMLA criteria, the College provides a percentage of salary continuation for up to first six months of a disability. A completed Physician Statement must be submitted to the Department of Human Resources before the employee goes out on a scheduled leave.

No Short-Term Disability payments will be made until the employee has satisfied their waiting period, if any, and submitted a complete Physician Statement. The completed Physician Statement will be reviewed and any work restrictions evaluated. Based on the employee's job classification, they may be asked to work within the recommended restrictions.

A Transitional Work Program (TWP) exists as a way of bringing an employee back to work within their doctor's stated work restrictions. The Transitional Work Program will allow progressive steps to full duty for the employee while providing a safe environment during the recovery process. The Transitional Work Program is not a long-term program. If the restrictions last longer than 90 days, the employee will be placed off work and will not be permitted to return to work until their doctor has returned them to full duty.

The completed and submitted Physician Statement does not guarantee that Short-Term Disability will automatically be approved. Short-Term Disability will be approved or denied based on the medical documentation provided. The employee may be required to submit a second opinion at the College's expense.

Once the employee has met these requirements, and STD has been approved, Payroll will be notified to start payment of Short-Term Disability, based on the salary continuation policy and bargaining unit contracts.

If the leave is unscheduled, a completed Physician Statement must be submitted to the Department of Human Resources in a timely manner. No Short-Term Disability will be paid without a completed Physician Statement; money will be withheld pending compliance with this policy.

If it has been determined that an employee has committed fraud regarding a request for any disability payments, the College will take action to recover any money paid. The employee will be subject to disciplinary action up to and including termination.

Time out on STD will count towards the employee's FMLA leave.

Pay increases, vacation accrual and sick time accrual may stop during STD, depending on collective bargaining agreements, and will not start again until the employee returns to work.

An employee on STD requiring more than six months release from employment MUST apply for Long-Term Disability. An employee cannot extend Short-Term Disability beyond the six-month waiting period.

To avoid a lapse in income, the employee should apply for Long-Term Disability at least 30-days prior to the end of Short-Term Disability. Employees who fail to apply and receive Long-Term Disability in a timely way will be required to pay for all employee-paid payroll deductions. This will include, but is not limited to, health insurance, life and AD&D insurance, dental and vision insurance, as well as Long Term Care insurance for the employee and all covered dependents. The Student Accounts Office of Oberlin College will bill monthly for any benefits the employee has chosen to continue to pay during this unpaid leave pending applying and receiving Long-Term Disability.

Long-Term Disability (LTD)

Regular status employees on limited-term appointments of 3 years or less are not eligible for Long-Term Disability benefits.

The College provides a fully paid Long-Term Disability insurance plan, which after application and approval by the LTD insurance carrier pays 60% of salary in place at the time of the start of STD.

As the employee on STD reaches the end of the six months waiting period, they will receive by mail the application that will require both the employee and their doctor to complete to justify the need for LTD.

Pay increases, vacation accrual and sick time accrual will stop during LTD.

Upon approval of Long-Term Disability the employee will pay out of pocket for all employee paid payroll deductions. This will include, but is not limited to, health insurance, life and AD&D insurance, dental and vision insurance, as well as Long Term Care insurance for the employee and all covered dependents. The Student Accounts Office of Oberlin College will bill monthly for any benefits the employee has chosen to continue to pay during LTD.

You must follow all rules and regulations set by the LTD insurance carrier.

Revised 10/24/03