603. Short Term Disability
Santa Clara University employees are covered by a mandatory short-term disability plan. This is in lieu of California State Disability Insurance and is approved by the Employment Development Department (EDD). This policy addresses procedures to follow in the instance of a non-work related short term disability of the employee.
A disability is any non-job related illness or injury, either physical or mental, including pregnancy, childbirth or related medical condition, that prevents you from doing your regular work. A disability benefit period is the continuous period of unemployment and disability, beginning with the first day you are eligible for benefits. Two consecutive periods of disability due to the same or related cause or condition, and separated by a period of not more than 14 days shall be considered as one disability benefit period.
In the event an employee becomes disabled and is unable to work because of a non-job related injury or illness, short term disability replaces part of the employee’s income until he/she is able to return to work. All California employees of Santa Clara University are eligible for coverage under this plan. Individuals employed on or after the effective date of the plan are eligible for coverage on the date of their employment. Employees pay premiums for this coverage through automatic payroll deductions.
Benefits will commence on the 8th day of disability (including the weekend). If you meet the waiting period, you are required to apply for the appropriate type of leave of absence. Contact Human Resources for assistance.
Amount of Benefit
The amount of benefit will be based on the Short Term Disability Plan Document in effect at the time of disability (please refer to the Human Resources web page for specific information regarding level of benefits).
Employees covered under this policy shall make contributions in an amount equal to or less than the contribution rate established by the California Employment Development Department for the state SDI plan each year. Employees will be notified of the disability contribution rate for the following year no later than December 31 of the prior year.
The employee must produce medical documentation in cases of disability. The certificate must contain a statement of medical facts, including secondary diagnoses, within the physician’s knowledge, based on a physical examination and documented medical history. However when an employee is hospitalized in any medical facility, certification will be accepted from any authorized medical officer within that facility.
To insure the health and safety of the employee who plans to return to work after a short term disability leave of absence, a doctor’s release must be obtained and presented to Human Resources before the employee may resume work.
It is the responsibility of the employee to contact the supervisor, and Human Resources to notify them of a disability. Upon notification, it is the responsibility of the supervisor to provide the employee with information regarding the Family Medical Leave Act (FMLA). The employee must also provide proper documentation substantiating the disability. In the instance a leave is applied for, the proper request form must be submitted to the supervisor.
Human Resources monitors the administration of disability insurance, leaves, and benefits.
Refer to the Long Term Disability Plan Document found in the Comprehensive Benefits Guide (on the HR web site). Refer to the Family and Medical Leave (614), Pregnancy Disability (622), and Industrial Disability (615) leave policies for procedures related to specific leave applications. Contact Human Resources for more information regarding this benefit.
Policy Approved: October 23, 1998
Last Updated: October 28, 1998
Maintainer: Human Resources