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Short-Term
Disability (STD) Insurance
STD provides you with a portion of your salary if you are disabled
or ill and cannot work. Here's what you need to know about STD:
To find out what you need to do if you become ill or disabled, click here.
 Who
Is Eligible
All benefits-eligible, staff employees who have
successfully satisfied a specific period of time depending upon the
employee's job classification are eligible for STD. A probationary period is the
time frame when the supervisor closely evaluates the employee's
work performance to ensure you are meeting job expectations. The
probationary period for biweekly employees is three months and for
monthly employees is six months.
Academic employees are not eligible for STD.
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When Benefits
Can Begin
- You must be totally unable to work for a continuous period
that exceeds 14 calendar days.
- Your disability cannot be work-related. (Compensation for work-related
absence is covered under Workers' Compensation. For more information
on work-related absence, click
here.)
- If your injury or illness is non-work-related, you can begin receiving STD
benefits on your 15th day of your absence or
after you use up your accrued sick leave days, whichever period
is longer.
- Your application for benefits must be made within six weeks
of your first day of absence.
Union employees (Local 73 and 743) should refer to their contracts
for more information.
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Key Features If
You Are Disabled
- The amount of your benefit and the time period you can receive
STD vary, depending on your job classification:
- Non-union employees receive 60% of their salary per week,
minus deductions for taxes, benefits, etc. They may receive up to 13 weeks of STD
benefits, minus accrued sick time.
- Union employees receive 60% of regular straight-time hourly earnings, minus
deductions for union dues, taxes, and benefits. They should
contact the Office of Wage and Salary Administration for details
on their "annual allotment" of STD days.
- There is no limit on the dollar amount of your STD benefits.
- STD leave is counted toward the 12 weeks of leave required by the Family
and Medical Leave Act.
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