Leave of Absence and Disability Insurance
Loyola University Chicago's administrator for Leave of Absence and Disability Programs is Matrix Absence Management. They also administer the Family Medical Leave Act (FMLA), Paid Parental Leave, State Leave Laws where applicable, Military, Personal Medical, and Personal Leaves.
Leave of Absence reporting can be completed three ways:
- Telephonic reporting: 1.877.202.0055
- Online reporting: matrixabsence.com (International submissions not accepted online)
- Apple and Android applications
Please visit the Leave of Absence Checklist
for specific instructions on how to file a Leave of Absence claim with Matrix Absence Management.
For additional Leave of Absence and disability programs information, please review the items below.
Currently, in case of absence due to a serious health condition for more than three consecutive workdays, an employee is required to:
- Notify his or her supervisor;
- Must also report the leave to Matrix Absence Management:
- Please keep in mind, an employee may keep his/her benefits elections while on a paid leave of absence.
- Sick and vacation time will not accrue while receiving short-term disability benefits
- During a paid leave of absence, the University’s contribution to the defined contribution retirement plan (DCRP) will continue to be made for an employee on the basis of the compensation being paid by the University. In addition, any pay increases due an employee during an approved short-term disability will be delayed until the employee returns to work.
- Lakeside faculty members or a 10-month employee who becomes disabled while on a scheduled break in the academic schedule will not be considered as disabled until the date regular work activities are scheduled to resume.
Staff members who expect to be out of work for more than three days (e.g. Short-Term Disability) should:
- Notify your supervisor
- File the claim
- Submit required documents to Matrix Absence Management for both processing and approval
Faculty members interested in learning more about how to file a Leave of Absence claim, please visit the Faculty Checklist.
Short-term disability (STD) coverage is provided to eligible employees and provides salary replacement during a medical leave due to non-work-related medical conditions that prevent one from performing regular work responsibilities for three or more days. This benefit is provided at no cost to employees.
Short-term Disability insurance terminates on an employee's last day worked
For additional information, please see the LUC Benefits Booklet, located in the Resources section (upper right)
You are eligible for University-paid Long-Term Disability (LTD) benefits if you are a University faculty or staff (.80 or higher). If you are eligible, the University provides you with paid Long-Term Disability (LTD) coverage. LTD benefits provide salary replacement during an extended leave due to an eligible medical condition that prevents you from performing your regular work duties and responsibilities.
When approved by the LTD insurance carrier, Matrix, the LTD Plan will pay 66-2/3% of your pre-disability University earnings (your eligible monthly/contracted salary), less other disability income benefits, up to a maximum benefit of $12,500 per month (minimum $100).
For full-time benefits-eligible faculty and University administrators, benefits begin after 180 consecutive calendar days of any illness or disability that prevents them from working. Length of benefit payments varies.
- For full-time benefits-eligible exempt staff members, benefits begin after 90 consecutive calendar days of any illness or disability that prevents them from working. Length of benefit payments varies.
- For full-time benefits-eligible non-exempt and professional-hourly staff members, benefits begin after 90 consecutive calendar days of any illness or disability that prevents them from working. Length of benefit payments varies.
Short-Term and Long-Term Disability insurance terminates on your last day worked. You may contact the Human Resources Office for more details on the Long-Term Disability Plan. Refer to the Benefits Booklet for a summary of STD and LTD benefits, located in the Resources section (upper right).
A leave of absence may be granted to maintain continuity of service when extenuating circumstances require an employee's absence. Learn more about the Family and Medical Leave Act, including eligibility details:
Effective January 1, 2019, benefit-eligible full-time and part-time staff are eligible to take up to three (3) weeks of paid parental leave due to the birth, adoption, or foster placement of a child. This benefit will be available to staff with at least one year of service, and must be taken as one consecutive period within the first six (6) months of the birth or placement. The policy covers 100% of salary for up to three (3) weeks of leave for the mother or father who is the primary caregiver/legal guardian of a new child. If the parent is a birth mother, short-term disability will apply first before paid parental leave would go into effect. If the birth mother is a faculty member, paid maternity leave will apply instead of paid parental leave. See "Faculty Maternity Leave" below for more information.
Paid leave allows parents the opportunity to spend more time bonding with the new addition to their family. Note: If both parents are Loyola employees, both parents may take this paid leave.
In lieu of paid parental leave, maternity leave guidelines apply to *eligible faculty: one semester of paid maternity leave may be taken during the pregnancy or immediately thereafter the birth.
Eligible faculty is defined as a birth mother whose faculty appointment is tenured, tenure-track, or non-tenure-track as described in the Faculty Handbook in Chapter 4, Sections A and B. Any portion of the semester leave that is medically related will be a paid medical leave under Short-term Disability benefits and the remainder of the leave for child care will be paid by the department. Eligible faculty birth mothers are not eligible to take paid parental leave in addition to paid maternity leave.
A faculty member who wishes to take a paid leave of absence is required to consult with his or her chairperson and/or dean no later than three months prior to the beginning of the planned leave to discuss the needs of both the faculty member and the department/school. All maternity and paid parental leaves will be confirmed by the Provost, who also retains authority to grant exceptions or variations.
*Birth mothers who are eligible Stritch School of Medicine faculty became eligible for one semester of paid maternity leave (formerly 12 weeks) for children born on or after January 1, 2019. This revision reinforces consistency in paid maternity leave for all faculty, and exceeds the requirements of the Family and Medical Leave Act (FMLA).
The University will provide benefits under the Workers' Compensation Act and the Workers' Occupational Diseases Act for an employee who suffers an accidental injury or a disabling occupational disease arising out of and in the course of employment by the University.