OLPM

USY.V  Personnel Policies
(Note: OLPM sections on this page may be cited following the format of, for example, "USY.V.A.8.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)

A. Employee Benefits

8.   Benefits Following End of Service Due to Disability

8.1   Long-term Disability

8.1.1   Eligibility. All status faculty and staff who enroll in the long-term disability plan are eligible to apply for the benefit (see USY V.A.4.3). An individual may not receive long-term disability income concurrently with income from a USNH retirement plan, Separation Incentive Plan or a USNH Early Retirement Plan.

8.1.2   Description. If a faculty or staff member is approved for long-term disability, the plan provides income, as described in the flexible benefit plan choices and coordinated with Social Security and worker's compensation payments as applicable, and continues certain benefits as outlined in USY V.A.8.1.4. A faculty or staff member who is unable to work her/his regular schedule for an extended period (more than six months) due to an illness or injury may apply through the System Human Resources Office to the disability insurance carrier for the benefit. The carrier makes the determination whether medical documentation supports an individual's inability to work, based on the plan's provisions.

8.1.2.1   Waiting period. There is a six-month waiting period from the onset of a disabling illness or injury that requires the individual's absence from work until the beginning of long-term disability income. After a three-month absence from work, a faculty or staff member must apply to the System Human Resources Office for the long-term disability benefit. During the waiting period, salary continuance is dependent on applicable leave policies. (See Earned Time/Sick Pool, USY V.A.4.10; Sick Leave, USY V.A.4.12; Interim Disability Leave, USY V.A.4.13).

8.1.3   Position Status. A faculty or staff member's position is held for a time period not to exceed the six-month waiting period, except in cases of worker's compensation. When a faculty or staff member is placed on long-term disability, the individual's position is no longer held. While his/her employment is terminated, certain benefits may continue as outlined below.

8.1.4   Continuation of Benefits. When the former faculty/staff member is on long-term disability, the disability plan will contribute both the employer and employee contributions toward the regular retirement plan in which the individual is enrolled (USY V.A.4.6.1). According to the schedule below, the USNH will continue its contributions toward the faculty or staff member's medical, dental and group life insurance plans (subject to vendor approval) and continue tuition waivers for spouse and eligible children; however, the tuition waiver policy will not continue for the faculty or staff member's personal use.

8.1.4.1   Schedule.

Years of Service Continuation Period for Benefits
Less than 5 years Applicable COBRA provisions (18 months; 29 months if determined to be disabled under Title II or XVI of the Social Security Act)
5 years up to 10 years 1 year, or until no longer disabled, no longer eligible for long-term disability or reaches retirement age whichever comes first
10 years up to 20 years 5 years, or until no longer disabled, no longer eligible for long-term disability or reaches retirement age whichever comes first
20 years up to 25 years 10 years, or until no longer disabled, no longer eligible for long-term disability or reaches retirement age whichever comes first
25+ years Continuation until no longer disabled, no longer eligible for long-term disability or reaches retirement age, whichever comes first

Note: All continuation periods of coverage for medical and/or dental run concurrently with COBRA provisions. Employees with less than five (5) years of service are required to pay the full COBRA rate for continued coverage. Employees with five (5) or more years of service are required to pay contributions at the same level as active employees and such contributions are subject to change.

8.1.4.2   If the individual meets the requirements for a USNH retiree, he/she receives either retiree Medicare supplemental coverage through USNH or ARC (see USY V.A.6.2).

8.1.5   Reinstatement. If a former faculty or staff member is able to work following a period of long-term disability, the individual may apply for positions within USNH; and if re-hired, the individual shall receive credit for prior years of service as referenced in USY V.C.10.

8.1.6   End of Disability Payments. When long-term disability income ends, the former faculty or staff member may elect to receive income according to his/her retirement plan.

8.1.6.1   If the individual has reached at least age 62, he/she may be considered a USNH retiree, if eligible, as defined in USY V.C.9.

8.2   Workers' Compensation

8.2.1   Continuation of Benefits. A status faculty/staff member will be eligible to continue applicable coverage under the USNH benefits program after 18 months according to the schedule below. (Note: The campus Human Resources Office has the continuation of benefits schedule applicable to faculty/staff employed in status positions prior to 9/1/2002.)

8.2.1.1   Schedule.

Years of Creditable Service Continuation Period for Benefits
Less than 5 years Applicable COBRA provisions (18 months; 29 months if determined to be disabled under Title II or XVI of the Social Security Act)
5 years up to 10 years 1 year, or until no longer disabled, no longer eligible for long-term disability or reaches retirement age whichever comes first
10 years up to 20 years 5 years, or until no longer disabled, no longer eligible for long-term disability or reaches retirement age whichever comes first
20 years up to 25 years 10 years, or until no longer disabled, no longer eligible for long-term disability or reaches retirement age whichever comes first
25+ years Continuation until no longer disabled, no longer eligible for long-term disability or reaches retirement age, whichever comes first

Note: All continuation periods of coverage for medical and/or dental run concurrently with COBRA provisions. Employees with less than five (5) years of service are required to pay the full COBRA rate for continued coverage. Employees with five (5) or more years of service are required to pay contributions at the same level as active employees and are subject to change.

 


This page last updated October 26, 2010. For information on the adoption and effective dates of policies please see explanation on the OLPM Main Menu.



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