Common use of Extended Medical Leave of Absence Clause in Contracts

Extended Medical Leave of Absence. An employee may be granted an extended medical leave of absence, WITHOUT PAY, due to personal illness, or the illness of an immediate family member. • For the employee who needs to remain off work due to his/her own illness: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ At the end of the 90 calendar days of a Medical Leave of Absence (that doesn’t qualify for FMLA). ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of long term disability benefits (or last paid sick day if the employee does not qualify for long term disability benefits). ▫ Duration of leave is up to one (1) year, though a second year of leave may be requested if not sufficiently recovered within the first year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). • For extended leave time to care for a sick immediate family member: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ If he/she doesn’t qualify for FMLA, when they have exhausted the 10 sick days he/she is permitted to use for immediate family illness. ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of this leave. ▫ The maximum duration for this leave is one (1) year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). See Section D for more details. For each of the leaves listed above: ● A written request for leave should be submitted to the Assistant Superintendent of Human Resources and District Services. ● Medical documentation supporting your need to be off work will be required. ● Additional paperwork will be required for FMLA leaves and claims for disability benefits. For each of the leaves above, when the leave time is needed for the employee’s own illness, the employee may file a claim for applicable short and/or long term disability benefits if he/she is enrolled in such benefits. ● Short Term Disability―This is a voluntary program for employees who enroll during the yearly open enrollment period. Qualifying participants will be able to apply for short term disability benefits for their own non-work related injury or illness. Short term disability benefits may be subject to a 14 calendar day elimination period for an illness that does not require in-patient hospitalization. Employees will also have the option of using portions of their earned sick days with short term disability benefits, not to exceed 100 percent of the employee’s pre-disability earnings. These prorated sick days may be used over any regular work days. If prorated sick days are not used, or if they are depleted before the 90 day benefit period ends, short term disability benefits will be as described in Appendix F. When applicable, short term disability benefits can be used in combination with Family Medical Leaves (FMLA) and a Medical Leave of Absence. should be filed as soon as the employee is, or anticipates, being disabled. Benefits are always payable from the date of disability forward (less any elimination period), for up to 90 calendar days, for as long he/she continues to meet the definition of disabled. Therefore, the maximum short term disability benefit period may end before the employee exhausts his/her FMLA leave days, since FMLA leave days only apply to the employee’s regularly scheduled (10 month) work days. See Appendix F for specific details. • Long Term Disability―Long term disability coverage is provided by the District for qualifying employees. There is a 90 calendar day elimination period before long term disability benefits may be payable. This 90 calendar day period is counted from the date of disability, which may be different than the employee’s first day off work. Since disability benefits apply to all calendar days and FMLA only applies to work days, in some cases (such as leaves that begin in the Spring and continue into the Fall), the employee may begin long term disability benefits before FMLA days are exhausted. Employees will also have the option of using portions of their earned sick days with long term disability benefits, not to exceed 100 percent of the employee’s pre- disability earnings, but only for the first year of long term disability benefits. These prorated sick days may be used over any regular workdays. After the one year period or when the sick days are depleted, long term disability benefits will be as described in Appendix G. If the sick days are not used in addition to the long term disability benefits, the long term disability benefit will be as described in Appendix G. When applicable, long term disability benefits can be used in combination with Family Medical Leaves (FMLA), Medical Leaves of Absence, and Extended Medical Leaves of Absence. IMPORTANT: The standard review period for a claim for long term disability benefits is 30-45 business days. Therefore, a claim for long term disability benefits should be filed once an employee has been disabled for 30 or more days, if the disability is expected to last for three or more months. If the employee is receiving short term disability benefits, the carrier will automatically review the claim for long term disability benefits, when applicable. In this case, the employee does not need to submit a new claim for long term disability benefits.

Extended Medical Leave of Absence. 1. An employee may be granted an extended medical a leave of absence, WITHOUT PAYwithout pay, due to personal illness, or the illness of an immediate family member. • For the An employee who needs to remain off work due to is ill for a length of time greater than his/her own illness: ▫ The employee should request this leave: ▪ When accumulated sick leave days under FMLA leave are exhausted, and who does not qualify or ▪ At the end of the 90 calendar days of a Medical Leave of Absence (that doesn’t qualify for FMLA). ▫ The employee will maintain has exhausted his/her current level family medical leave (FMLA) must apply for an extended leave of absence within thirty (30) days from his/her last paid sick day or the exhaustion of FMLA benefits. 2. Insurance benefits for which the employee is eligible at the time such leave is requested will be continued for the duration of such leave, up to one (1) year with the following understandings: a. Employees who qualify to receive long term dis- ability will receive health insurance coverage, under the same terms as if he/she was actively working, benefits for up to one year from the start of date that the long term disability benefits (or last paid sick day if the employee does coverage begins. b. Employees who are on an approved extended medical leave and do not qualify for long term disability benefits). ▫ Duration of will have health insurance coverage for one year from the date that the employee’s sick leave is up to one (1) year, though a second year of leave may be requested if not sufficiently recovered within the first year. ▫ days are exhausted. c. Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee em- ployee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). 3. • For Qualifying employees who are on an extended medical leave time of absence beyond the FMLA and who choose to care for a sick immediate family member: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ If he/she doesn’t qualify for FMLA, when they have exhausted participate in the 10 sick days he/she is permitted short term disability program may access short term disability coverage to use for immediate family illness. ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of this leave. ▫ The maximum duration for this leave is one (1) year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). See Section D for more details. For each of the leaves listed above: ● A written request for leave should be submitted to the Assistant Superintendent of Human Resources and District Services. ● Medical documentation supporting your need to be off work will be required. ● Additional paperwork will be required for FMLA leaves and claims for disability benefits. For each of the leaves above, when the leave time is needed for the employee’s own illness, the employee may file a claim for applicable short and/or reach long term disability benefits if he/she is enrolled in coverage. If possible, application for such benefitsleave shall state a definite return date from the leave. 4. ● Short Term Disability―This is Written application for a voluntary program for employees medical leave shall be made by the employee to the Director of Human Resources. 5. Employees who enroll during the yearly open enrollment period. Qualifying participants will be able to need an extended medical leave may apply for short long term disability benefits for their own non-work related injury or illness. Short as defined in Appendix G. Eligible employees may access unused sick days to supplement long term disability benefits may be subject to a 14 calendar day elimination period for an illness that does not require in-patient hospitalization. Employees will also have the option of using portions of their earned sick days with short term disability benefitspay, not to exceed 100 percent of the employee’s pre-disability earnings. These prorated sick days may be used over any regular work days. If prorated sick days are not used, or if they are depleted before the 90 day benefit period ends, short term disability benefits will be as described in Appendix F. When applicable, short term disability benefits can be used in combination with Family Medical Leaves (FMLA) and a Medical Leave of Absence. should be filed as soon as the employee is, or anticipates, being disabled. Benefits are always payable from the date of disability forward (less any elimination period), for up to 90 calendar daysone year of leave time. 6. An employee returning from leave of absence due to personal illness, for with a physician's statement, shall be placed in a job as long he/she continues close as possible to meet the definition of disabledone held when leave began. Therefore, The District reserves the maximum short term disability benefit period may end before the right to have an employee exhausts examined by his/her FMLA leave days, since FMLA leave days only apply own physician before his/her return to the employee’s regularly scheduled (10 month) work days. See Appendix F for specific details. • Long Term Disability―Long term disability coverage is provided by the District for qualifying employees. There is a 90 calendar day elimination period before long term disability benefits may be payablework. This 90 calendar day period is counted shall be at the expense of the Board of Education. In some cases, the services of a mutually agreed upon third physician may have to be secured. 7. A person returning from medical leave has priority (including seniority) over a person who takes a personal leave. When two (2) persons are on medical leave and wish to return, the date of disability, which may person with the most seniority will be different than the employee’s first day off workplaced first. Since disability benefits apply to all calendar days and FMLA only applies to work days, in some cases (such as leaves that begin The employee returning from an extended medical leave will be placed in the Spring first available vacancy. If no vacancy exists, the bumping procedures will be implemented per Article XIX, Section B and continue into D. 8. If the Fall)leave granted is not sufficient for recovery, the employee may begin request a further leave of absence. Maximum leave shall not exceed two (2) years unless the employee is covered by long term disability. 9. An employee's leave of absence cannot be rescinded unless it can be proven that such employee has not adhered to the terms or conditions under which the leave was granted; e.g., an employee on leave of absence who accepts employment elsewhere. 10. The anniversary date of a step increase for an employee returning from an unpaid leave of absence in excess of thirty (30) workdays will change based on the number of days beyond the thirty days the member stayed on leave. The seniority date of the member will not be affected. 11. An employee may be granted up to one (1) year leave of absence, without pay, due to personal or immediate family illness. Immediate family shall be defined as father, mother, husband, wife, son or daughter, or other persons in similar relationship to the family household. The employee who takes a leave under this provision will be eligible for the same benefits as described above except that short term disability and long term disability does not cover absences related to the care of a family member. Insurance benefits before FMLA days are exhausted. Employees for which employee is eligible at the time such leave is requested will also have the option of using portions of their earned sick days with long term disability benefits, not to exceed 100 percent of the employee’s pre- disability earnings, but only be continued for the first year duration of long term disability benefits. These prorated sick days may be used over any regular workdays. After the such leave, up to one year period or when the sick days are depleted, long term disability benefits will be as described in Appendix G. If the sick days are not used in addition to the long term disability benefits, the long term disability benefit will be as described in Appendix G. When applicable, long term disability benefits can be used in combination with Family Medical Leaves (FMLA), Medical Leaves of Absence, and Extended Medical Leaves of Absence. IMPORTANT: The standard review period for a claim for long term disability benefits is 30-45 business days. Therefore, a claim for long term disability benefits should be filed once an employee has been disabled for 30 or more days, if the disability is expected to last for three or more months. If the employee is receiving short term disability benefits, the carrier will automatically review the claim for long term disability benefits, when applicable. In this case, the employee does not need to submit a new claim for long term disability benefits1) year.

Extended Medical Leave of Absence. An employee may be granted an extended medical leave of absence, WITHOUT PAY, due to personal illness, or the illness of an immediate family member. • For the employee who needs to remain off work due to his/her own illness: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ At the end of the 90 calendar days of a Medical Leave of Absence (that doesn’t qualify for FMLA). ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of long term disability benefits (or last paid sick day if the employee does not qualify for long term disability benefits). ▫ Duration of leave is up to one (1) year, though a second year of leave may be requested if not sufficiently recovered within the first year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). • For extended leave time to care for a sick immediate family member: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ If he/she doesn’t qualify for FMLA, when they have exhausted the 10 sick days he/she is permitted to use for immediate family illness. ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of this leave. ▫ The maximum duration for this leave is one (1) year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). See Section D for more details. For each of the leaves listed above: ● A written request for leave should be submitted to the Assistant Superintendent of Human Resources and District Services. ● Medical documentation supporting your need to be off work will be required. ● Additional paperwork will be required for FMLA leaves and claims for disability benefits. For each of the leaves above, when the leave time is needed for the employee’s own illness, the employee may file a claim for applicable short and/or long term disability benefits if he/she is enrolled in such benefits. ● Short Term Disability―This Disabililty―This is a voluntary program for employees who enroll during the yearly open enrollment period. Qualifying participants will be able to apply for short term disability benefits for their own non-work related injury or illness. Short term disability benefits may be subject to a 14 calendar day elimination period for an illness that does not require in-patient hospitalization. Employees will also have the option of using portions of their earned sick days with short term disability benefits, not to exceed 100 percent of the employee’s pre-disability earnings. These prorated sick days may be used over any regular work days. If prorated sick days are not used, or if they are depleted before the 90 day benefit period ends, short term disability benefits will be as described in Appendix F. When applicable, short term disability benefits can be used in combination with Family Medical Leaves (FMLA) and a Medical Leave of Absence. IMPORTANT: A claim for short term disability benefits should be filed as soon as the employee is, or anticipates, being disabled. Benefits are always payable from the date of disability forward (less any elimination period), for up to 90 calendar days, for as long he/she continues to meet the definition of disabled. Therefore, the maximum short term disability benefit period may end before the employee exhausts his/her FMLA leave days, since FMLA leave days only apply to the employee’s regularly scheduled (10 month) work days. See Appendix F for specific details. • Long Term Disability―Long term disability coverage is provided by the District for qualifying employees. There is a 90 calendar day elimination period before long term disability benefits may be payable. This 90 calendar day period is counted from the date of disability, which may be different than the employee’s first day off work. Since disability benefits apply to all calendar days and FMLA only applies to work days, in some cases (such as leaves that begin in the Spring and continue into the Fall), the employee may begin long term disability benefits before FMLA days are exhausted. Employees will also have the option of using portions of their earned sick days with long term disability benefits, not to exceed 100 percent of the employee’s pre- disability earnings, but only for the first year of long term disability benefits. These prorated sick days may be used over any regular workdayswork days. After the one year period or when the sick days are depleted, long term disability benefits will be as described in Appendix G. If the sick days are not used in addition to the long term disability benefits, the long term disability benefit will be as described in Appendix G. When applicable, long term disability benefits can be used in combination with Family Medical Leaves (FMLAFMLA ), Medical Leaves of Absence, and Extended Medical Leaves of Absence. IMPORTANT: The standard review period for a claim for long term disability benefits is 30-45 business days. Therefore, a claim for long term disability benefits should be filed once an employee has been disabled for 30 or more days, if the disability is expected to last for three or more months. If the employee is receiving short term disability benefits, the carrier will automatically review the claim for long term disability benefits, when applicable. In this case, the employee does not need to submit a new claim for long term disability benefits.

Extended Medical Leave of Absence. An employee may be granted an extended medical leave of absence, WITHOUT PAY, due to personal illness, or the illness of an immediate family member. • For the employee who needs to remain off work due to his/her own illness: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ At the end of the 90 calendar days of a Medical Leave of Absence (that doesn’t qualify for FMLA). ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of long term disability benefits (or last paid sick day if the employee does not qualify for long term disability benefits). ▫ Duration of leave is up to one (1) year, though a second year of leave may be requested if not sufficiently recovered within the first year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). • For extended leave time to care for a sick immediate family member: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ If he/she doesn’t qualify for FMLA, when they have exhausted the 10 sick days he/she is permitted to use for immediate family illness. ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of this leave. ▫ The maximum duration for this leave is one (1) year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). See Section D for more details. For each of the leaves listed above: ● A written request for leave should be submitted to the Assistant Superintendent of Human Resources and District Services. ● Medical documentation supporting your need to be off work will be required. ● Additional paperwork will be required for FMLA leaves and claims for disability benefits. For each of the leaves above, when the leave time is needed for the employee’s own illness, the employee may file a claim for applicable short and/or long term disability benefits if he/she is enrolled in such benefits. ● Short Term Disability―This Disabililty―This is a voluntary program for employees who enroll during the yearly open enrollment period. Qualifying participants will be able to apply for short term disability benefits for their own non-work related injury or illness. Short term disability benefits may be subject to a 14 calendar day elimination period for an illness that does not require in-patient hospitalization. Employees will also have the option of using portions of their earned sick days with short term disability benefits, not to exceed 100 percent of the employee’s pre-disability earnings. These prorated sick days may be used over any regular work days. If prorated sick days are not used, or if they are depleted before the 90 day benefit period ends, short term disability benefits will be as described in Appendix F. When applicable, short term disability benefits can be used in combination with Family Medical Leaves (FMLA) and a Medical Leave of Absence. IMPORTANT: A claim for short term disability benefits should be filed as soon as the employee is, or anticipates, being disabled. Benefits are always payable from the date of disability forward (less any elimination period), for up to 90 calendar days, for as long he/she continues to meet the definition of disabled. Therefore, the maximum short term disability benefit period may end before the employee exhausts his/her FMLA leave days, since FMLA leave days only apply to the employee’s regularly scheduled (10 month) work days. See Appendix F for specific details. • Long Term Disability―Long term disability coverage is provided by the District for qualifying employees. There is a 90 calendar day elimination period before long term disability benefits may be payable. This 90 calendar day period is counted from the date of disability, which may be different than the employee’s first day off work. Since disability benefits apply to all calendar days and FMLA only applies to work days, in some cases (such as leaves that begin in the Spring and continue into the Fall), the employee may begin long term disability benefits before FMLA days are exhausted. Employees will also have the option of using portions of their earned sick days with long term disability benefits, not to exceed 100 percent of the employee’s pre- disability earnings, but only for the first year of long term disability benefits. These prorated sick days may be used over any regular workdayswork days. After the one year period or when the sick days are depleted, long term disability benefits will be as described in Appendix G. If the sick days are not used in addition to the long term disability benefits, the long term disability benefit will be as described in Appendix G. When applicable, long term disability benefits can be used in combination with Family Medical Leaves (FMLA), Medical Leaves of Absence, and Extended Medical Leaves of Absence. IMPORTANT: The standard review period for a claim for long term disability benefits is 30-45 business days. Therefore, a claim for long term disability benefits should be filed once an employee has been disabled for 30 or more days, if the disability is expected to last for three or more months. If the employee is receiving short term disability benefits, the carrier will automatically review the claim for long term disability benefits, when applicable. In this case, the employee does not need to submit a new claim for long term disability benefits.

Extended Medical Leave of Absence. An employee may be granted an extended medical leave of absence, WITHOUT PAY, due to personal illness, or the illness of an immediate family member. • For the employee who needs to remain off work due to his/her own illness: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ At the end of the 90 calendar days of a Medical Leave of Absence (that doesn’t qualify for FMLA). ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of long term disability benefits (or last paid sick day if the employee does not qualify for long term disability benefits). ▫ Duration of leave is up to one (1) year, though a second year of leave may be requested if not sufficiently recovered within the first year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). • For extended leave time to care for a sick immediate family member: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ If he/she doesn’t qualify for FMLA, when they have exhausted the 10 sick days he/she is permitted to use for immediate family illness. ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of this leave. ▫ The maximum duration for this leave is one (1) year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). See Section D for more details. For each of the leaves listed above: ● A written request for leave should be submitted to the Assistant Superintendent Director of Human Resources Resources, and District Services. ● Medical documentation supporting your need to be off work will be required. ● Additional paperwork will be required for FMLA leaves and claims for disability benefits. For each of the leaves above, when the leave time is needed for the employee’s own illness, the employee may file a claim for applicable short and/or long term disability benefits if he/she is enrolled in such benefits. ● Short Term Disability―This Disabililty―This is a voluntary program for employees who enroll during the yearly open enrollment period. Qualifying participants will be able to apply for short term disability benefits for their own non-work related injury or illness. Short term disability benefits may be subject to a 14 calendar day elimination period for an illness that does not require in-patient hospitalization. Employees will also have the option of using portions of their earned sick days with short term disability benefits, not to exceed 100 percent of the employee’s pre-disability earnings. These prorated sick days may be used over any regular work days. If prorated sick days are not used, or if they are depleted before the 90 day benefit period ends, short term disability benefits will be as described in Appendix F. When applicable, short term disability benefits can be used in combination with Family Medical Leaves (FMLA) and a Medical Leave of Absence. IMPORTANT: A claim for short term disability benefits should be filed as soon as the employee is, or anticipates, being disabled. Benefits are always payable from the date of disability forward (less any elimination period), for up to 90 calendar days, for as long he/she continues to meet the definition of disabled. Therefore, the maximum short term disability benefit period may end before the employee exhausts his/her FMLA leave days, since FMLA leave days only apply to the employee’s regularly scheduled (10 month) work days. See Appendix F for specific details. • Long Term Disability―Long term disability coverage is provided by the District for qualifying employeesmembers. There is a 90 calendar day elimination period before long term disability benefits may be payable. This 90 calendar day period is counted from the date of disability, which may be different than the employee’s first day off work. Since disability benefits apply to all calendar days and FMLA only applies to work days, in some cases (such as leaves that begin in the Spring and continue into the Fall), the employee may begin long term disability benefits before FMLA days are exhausted. Employees will also have the option of using portions of their earned sick days with long term disability benefits, not to exceed 100 percent of the employee’s pre- disability earnings, but only for the first year of long term disability benefits. These prorated sick days may be used over any regular workdayswork days. After the one year period or when the sick days are depleted, long term disability benefits will be as described in Appendix G. If the sick days are not used in addition to the long term disability benefits, the long term disability benefit will be as described in Appendix G. When applicable, long term disability benefits can be used in combination with Family Medical Leaves (FMLAFMLA ), Medical Leaves of Absence, and Extended Medical Leaves of Absence. IMPORTANT: The standard review period for a claim for long term disability benefits is 30-45 business days. Therefore, a claim for long term disability benefits should be filed once an employee has been disabled for 30 or more days, if the disability is expected to last for three or more months. If the employee is receiving short term disability benefits, the carrier will automatically review the claim for long term disability benefits, when applicable. In this case, the employee does not need to submit a new claim for long term disability benefits.