Short Term Disability. The Employer agrees to provide Short Term Disability benefits to all active full-time employees from the first (1st) day of an accident or the first (1st) full-time day of hospitalized or the fourth (4th) day of sickness. The Plan will pay sixty-six and two thirds percent (66 2/3%) of basic earnings for the first two (2) weeks, then Unemployment Insurance will pay fifteen (15) weeks, then the Plan will resume payments for thirty-five (35 weeks).
Short Term Disability. The University shall provide full-time employees a short-term disability insurance for those absences caused by illness or injury for a period longer than 160 working hours and less than six (6) months, subject to the conditions as stated in the master insurance policy.
Short Term Disability. The County will offer an employee paid short-term disability plan to employees effective 1/1/2000 subject to meeting insurance carriers’ enrollment requirements. The Union will allow the Employer to offer a pre-tax cafeteria plan that includes Health Care Expense Account-Premium Option, Health Care Reimbursement Account, and the Dependent Care Reimbursement Account to members of the bargaining unit. Participation is voluntary. The employer will contact the Union representative thirty (30) days or more prior to implementing any substantive changes in the program. If the Union disagrees with the proposed changes, the changes will not be implemented for the members of the bargaining unit unless legally required.
Short Term Disability. Employees may participate in the short-term disability insurance plan offered by the Hospital.
Short Term Disability. 9.2.2.1 Full-time faculty members who have been employed by the University for one (1) year and who have used six (6) weeks of sick leave and are unable to return to work, as evidenced by a statement from the faculty members’ physician, will receive short-term disability pay at a rate of seventy-five percent (75%) of base annual salary. Faculty members who accumulate annual leave will use accumulated and unused annual leave to make up the difference between the seventy-five percent (75%) short-term disability payment and full salary. Once a faculty member is placed on short- term disability, the faculty member shall cease to earn annual leave.
9.2.2.2 A sick leave bank will be established each fiscal year. This bank will be created by the University by setting aside the equivalent of five (5) hours of sick pay for each faculty member who had a full-time assignment for either the fall or winter semester of the previous academic year. This bank will be used on a first come-first served basis by those who exceed the six (6) weeks of full salary sick leave to make up the difference between seventy-five percent (75%) short-term disability and full salary. The balance remaining on June 30 each year, if any, will not carry forward to the following year.
9.2.2.3 A faculty member who returns to work after having received short-term disability will be required to requalify for sick leave benefits by working a period of twenty (20) consecutive work days unless the subsequent disability arises from a cause unrelated to the original disability. The only exceptions to this requalification may be made by the PVPAA in cases of very serious illness or disability. A faculty member who returns to work, works for less than twenty (20) days, and is unable to perform the faculty member’s duties as evidenced by satisfactory medical documentation may receive the faculty member’s unused short-term disability benefits.
9.2.2.4 Short-term disability benefits will continue until the long-term disability insurance becomes effective, or until the faculty member recovers and resumes regular duties, or until the faculty member dies, but the benefits will in no event continue for a period longer than the first of the month following six (6) consecutive months of total disability or not beyond the end of the regular appointment period.
9.2.2.5 Faculty members who are not eligible for long-term disability will be paid under the provisions of the Sick Leave and Short-Term Disability Policies...
Short Term Disability. 31.1 The Company agrees to provide STD benefits for all regular full- time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTO/personal holiday hours, those hours for which PTO/personal holiday is not available shall be non-paid.
31.2 Employees do not qualify for STD benefits if:
1) they engage in any activity which is inconsistent with the application for STD;
2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or
3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted.
31.3 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the...
Short Term Disability. Each member shall be eligible to receive Short Term Disability benefits following three (3) months of continuous service.
Short Term Disability. 50.5.1 ANAHEIM agrees to continue sponsorship of the employee paid short term disability insurance coverage for presently enrolled employees during the term of this MOU.
50.5.2 ANAHEIM agrees to provide the existing short term disability plan in accordance with ARTICLE 38.4. ANAHEIM agrees to pay ANAHEIM’s portion of medical, dental, life, and optical insurance while absent due to illness or injury and while collecting short term disability benefits.
Short Term Disability. Provided by and paid for by UC Health. Enrollment for coverage is not required.
Short Term Disability. The Record’s Short Term Disability Policy is intended to provide financial security to employees who are unable to work due to illness or disability for a period of up to 26 weeks, where alternate income support is not otherwise available (i.e. WSIB). For the purposes of this policy statement the following definitions apply: • Eligible employee: a permanent full-time employee who has completed probation. • Extended illness: a continuous period which exceeds four weeks (20 work days) to a maximum duration of 26 weeks (130 work days). • Excessive Use: time off in excess of 10 days per year as a result of a number of incidents. The following conditions apply to STD: • Time off for short-term illness is normally at full pay. • In case of extended illness, full pay will be maintained for 26 weeks (130 work days). • Sick time which becomes excessive will be treated as a problem. • Employees with more than five days off per year will, at the company's discretion, be required to submit medical documentation acceptable to the company, for each additional sick leave incident, in order to qualify for continued pay. • At the company's discretion, those using in excess of 10 days per year must have their condition verified by the company's doctor in order to have continued pay. • Individuals who are able to return to work on an accommodated basis, will have their entitlement to sick leave extended to reflect the time worked. • Successive illnesses/disabilities due to the same condition will be treated as a continuation of the original absence if the successive absence occurs within a 60 calendar day period of the employee’s return to work date. Failure to comply with these conditions may result in loss of pay. Probationary employees are allowed two paid sick days for each full month of employment. Employees on extended sick leave continue to accrue vacation credits for up to 26 weeks following which there will be no further accrual until they return to work. An employee on extended illness will not qualify for any merit pay, promotion or pay increase. Upon return from sick leave on a full-time basis, the employee's salary will be reinstated to its appropriate level. Any changes in the company's benefits package will apply to employees on short term disability. Each year employees may carry forward the difference between 10 days and the number of sick days they have used. There is no limit to the number of days that may be accumulated which may be used to extend sick le...
