The amount of leave varies according to the employee classification:
Faculty or Administrative Department Head and Above
Upon completion of the six months of continuous employment, employees in job classifications of Faculty or Administrative Department Head and above receive short term disability benefits according to the following schedule:
- For weeks 1–14 of your Short-Term Disability, you will be paid 100% of regular contract or annual salary
- For weeks 15–26 of your Short-Term Disability, you will be paid 80% of regular contract or annual salary
All Other Staff Employees
Upon completion of six months of continuous employment, employees in a classification as regular Exempt or Non-Exempt are eligible to receive Short-Term disability. Your Short-term Disability benefits begin after ten days/2 weeks of continuous disability. For the first ten days/2 weeks of your disability, your pay will continue from your accrued vacation and/or sick time. If you do not have any accrued vacation or sick time, the first ten days of your disability will be without pay. Short-Term Disability benefits are determined according to the following schedule:
- For weeks 3–12 of your Short-term disability, you will be paid 100% of your salary
Your covered Short-term disability income is exclusive of any additional compensation (such as overtime).
Benefits and Compensation
An employee may keep his/her benefit 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.
- Faculty members or a 10 month employees, who become 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.
Notification of Absence
Family and Medical Leave of Absence. In an effort to improve the processing of Leave of Absence requests, Loyola University Chicago has partnered with Matrix Absence Management to administer the Loyola's faculty and staff member request for leave of absence.
- To report your leave if you expect to be out of work for more than three days, you must report your leave to Matrix Absence Management to initiate your request for a leave of absence
- Please review our Family and Medical Leave of Absence policy by visiting http://www.luc.edu/hr/policies.shtml
- You can also view the leave notification instructions and other information on the leave management brochure.
It is an employee’s responsibility to contact Matrix Absence Management. Payment for Short-Term Disability benefits is authorized by Human Resources; benefits are available only to an employee who is under a certified physician’s care. A physician’s verification of the employee's illness will be requested by Matrix Absence Management. If false claims for Short-Term Disability benefits are discovered at any time, or an employee fails to report to work on the first regularly scheduled workday following an absence under the Short-Term Disability Program, he/she will be subject to disciplinary action up to and including termination of employment.
If an employees returns to work as an Active Employee, after a period of disability, and becomes disabled again within thirty (30) consecutive working days due to the earlier disability, the second period of disability will be considered an extension of the earlier period of disability and the balance of the remaining STD benefits from the earlier disability shall be payable.
- If an employee returns to work after a period of disability and again becomes disabled again after thirty (30) working days of his/her return to work due to a medical condition unrelated to the earlier disability, the second period of disability will be considered new period of disability.
Returning To Work
If you return to work, but not your full-duties before your benefits run out, your benefits will be reduced by the amount you are receiving in salary. In no instance, will your total short-term disability benefits, due to full and/or partial disability, exceed the maximum benefit available.
Coordination with the Family Medical Leave Act
If you are eligible for federal Family and Medical Leave and your disability qualifies as a serious medical condition under the Family and Medical Leave Act (FMLA), your absence from work will be counted toward your available FMLA time (up to twelve weeks).
Revised 1.30.14, 12/31/16