Common use of Short Term Disability Clause in Contracts

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 leave at full pay beyond 26 weeks, as per the LTD policy. A maximum of 90 of these accumulated days may be used to retire early at full salary or the cash equivalent may be rolled to an RRSP as a retiring allowance. Employees who work beyond the month in which they turn 65 will cease to accumulate additional accumulated sick days. The LTD plan takes effect in the 27th week.

Short Term Disability. The Waterloo Region 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 leave at full pay beyond 26 weeks, as per the LTD policy. A maximum of 90 of these accumulated days may be used to retire early at full salary or the cash equivalent may be rolled to an RRSP as a retiring allowance. Employees who work beyond the month in which they turn 65 will cease to accumulate additional accumulated sick days. The LTD plan takes effect in the 27th week.

Short Term Disability. The Waterloo Region 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 leave at full pay beyond 26 weeks, as per the LTD policy. A maximum of 90 of these accumulated days may be used to retire early at full salary or the cash equivalent may be rolled to an RRSP as a retiring allowance. Employees who work beyond the month in which they turn 65 will cease to accumulate additional accumulated sick days. The LTD plan takes effect in the 27th week.

Short Term Disability. The Waterloo Region 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 leave at full pay beyond 26 weeks, as per the LTD policy. A maximum of 90 of these accumulated days may be used to retire early at full salary or the cash equivalent may be rolled to an RRSP as a retiring allowance.  Employees who work beyond the month in which they turn 65 will cease to accumulate additional accumulated sick days.  The LTD plan takes effect in the 27th week.

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 leave at full pay beyond 26 weeks, as per the LTD policy. A maximum of 90 of these accumulated days may be used to retire early at full salary or the cash equivalent may be rolled to an RRSP as a retiring allowance. Employees who work beyond the month in which they turn 65 will cease to accumulate additional accumulated sick days. The LTD plan takes effect in the 27th week.