Long-Term Disability
Policy
The University recognizes that an employee’s serious medical condition may require an extended leave of absence because they are unable to perform the duties of their regular position. To accommodate this circumstance, the University provides a Long-Term Disability Program for regular full-time benefit-eligible employees who become eligible to participate upon date of hire. Any illness or impairment of health verified by a certified doctor’s written statement, that requires an employee to be absent from work beyond the Elimination Period (based on employee classification, 90 or 180 days of disability beginning with the onset of the illness or injury causing disability), qualifies an employee for consideration of benefits under the Long-Term Disability Program.
Purpose
The University provides all benefit-eligible employees with the opportunity to maintain part of their pay (depending on employee’s age at the onset of disability) lasting up to age 65 if age of disablement is age 61 or less, while unable to work due to an employee’s own serious health condition, non-work related injury, or pregnancy, under short-term disability. Prior to the University’s Long-Term Disability (LTD) Plan benefits beginning, an employee would have exhausted benefits under the Short-Term Disability Plan.
Eligibility
Faculty
A regular full-time benefit-eligible faculty member of Loyola University Chicago (LUC), who has been awarded or granted a faculty appointment (tenured, tenure-track, or non-tenure track).
Administrative Department Head and Above
A non-faculty employee of Loyola University Chicago (LUC), who is in a full-time regular, non-temporary position and is scheduled to work 0.80 FTE (full-time equivalent) or greater in job classifications of Administrative Department Head and above.
All Other Staff
A non-faculty benefit-eligible employee of Loyola University Chicago (LUC), who is in a full-time regular, non-temporary position, and who is scheduled to work 0.80 FTE (full-time equivalent) or greater, and in a job classification below Administrative Department Head.
Information
Benefit Amount
Upon date of hire, employees in eligible job classifications as outlined above are eligible to receive long-term disability benefits according to the following schedule:
- For full-time benefit-eligible faculty and University administrators, benefits begin after 180 consecutive calendar days of any illness or disability that prevents them from working.
- For full-time benefit-eligible staff members, benefits begin after 90 consecutive calendar days of any illness or disability that prevents them from working.
You will be paid 66 2/3% of monthly earnings, up to a maximum of $12,500 (minimum of $100) per month. Your covered Long-term Disability income is exclusive of any additional compensation (such as part-time or overtime pay).
Maximum Duration of Benefits
If disability begins at or after age 60, benefits are payable for a period of time of no less than one year, but no longer than 5 years, based upon your age at the onset of disability per the table below:
|
Age at Disablement |
Duration of Benefits (in years)* |
|
61 or less |
To age 65 |
|
62 |
3-1/2 |
|
63 |
3 |
|
64 |
2-1/2 |
|
65 |
2 |
|
66 |
1-3/4 |
|
67 |
1-1/2 |
|
68 |
1-1/4 |
|
69 |
1 |
* Benefit continues for the amount of time listed in the table or to normal Social Security retirement age, whichever is later.
Benefits and Compensation
An employee may keep their benefit elections while on a paid leave of absence. Sick and vacation time will not accrue while receiving Long-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 to an employee during an approved Long-Term Disability will be delayed until the employee returns to work.
- Faculty members or 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.
- If you expect not to return to work after your Short-Term Disability coverage ends, you must contact the leave administrator to initiate your request for Long-term Disability.
- Please review our Family and Medical Leave of Absence policy.
Administration
It is an employee’s responsibility to provide proof of disability as requested by the leave administrator. Payment for Long-Term Disability benefits is managed by the leave administrator; 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 the leave administrator. If false claims for Long-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 Long-Term Disability Program, they will be subject to disciplinary action, up to and including termination of employment.
Reoccurring Disabilities
If an employee returns to work as an Active Employee, after a period of disability, and becomes disabled again within six (6) consecutive months 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 LTD benefits from the earlier disability shall be payable.
- If an employee returns to work after a period of disability and again becomes disabled after six (6) months of their return to work due to the earlier disability, the second period of disability will be considered a 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 Long-Term Disability benefits, due to full and/or partial disability, exceed the maximum benefit available.
Coordination with the Family and 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).
Last edited: 5/1/19, 01/01/2024, 2/22/24
Policy
The University recognizes that an employee’s serious medical condition may require an extended leave of absence because they are unable to perform the duties of their regular position. To accommodate this circumstance, the University provides a Long-Term Disability Program for regular full-time benefit-eligible employees who become eligible to participate upon date of hire. Any illness or impairment of health verified by a certified doctor’s written statement, that requires an employee to be absent from work beyond the Elimination Period (based on employee classification, 90 or 180 days of disability beginning with the onset of the illness or injury causing disability), qualifies an employee for consideration of benefits under the Long-Term Disability Program.
Purpose
The University provides all benefit-eligible employees with the opportunity to maintain part of their pay (depending on employee’s age at the onset of disability) lasting up to age 65 if age of disablement is age 61 or less, while unable to work due to an employee’s own serious health condition, non-work related injury, or pregnancy, under short-term disability. Prior to the University’s Long-Term Disability (LTD) Plan benefits beginning, an employee would have exhausted benefits under the Short-Term Disability Plan.
Eligibility
Faculty
A regular full-time benefit-eligible faculty member of Loyola University Chicago (LUC), who has been awarded or granted a faculty appointment (tenured, tenure-track, or non-tenure track).
Administrative Department Head and Above
A non-faculty employee of Loyola University Chicago (LUC), who is in a full-time regular, non-temporary position and is scheduled to work 0.80 FTE (full-time equivalent) or greater in job classifications of Administrative Department Head and above.
All Other Staff
A non-faculty benefit-eligible employee of Loyola University Chicago (LUC), who is in a full-time regular, non-temporary position, and who is scheduled to work 0.80 FTE (full-time equivalent) or greater, and in a job classification below Administrative Department Head.
Information
Benefit Amount
Upon date of hire, employees in eligible job classifications as outlined above are eligible to receive long-term disability benefits according to the following schedule:
- For full-time benefit-eligible faculty and University administrators, benefits begin after 180 consecutive calendar days of any illness or disability that prevents them from working.
- For full-time benefit-eligible staff members, benefits begin after 90 consecutive calendar days of any illness or disability that prevents them from working.
You will be paid 66 2/3% of monthly earnings, up to a maximum of $12,500 (minimum of $100) per month. Your covered Long-term Disability income is exclusive of any additional compensation (such as part-time or overtime pay).
Maximum Duration of Benefits
If disability begins at or after age 60, benefits are payable for a period of time of no less than one year, but no longer than 5 years, based upon your age at the onset of disability per the table below:
|
Age at Disablement |
Duration of Benefits (in years)* |
|
61 or less |
To age 65 |
|
62 |
3-1/2 |
|
63 |
3 |
|
64 |
2-1/2 |
|
65 |
2 |
|
66 |
1-3/4 |
|
67 |
1-1/2 |
|
68 |
1-1/4 |
|
69 |
1 |
* Benefit continues for the amount of time listed in the table or to normal Social Security retirement age, whichever is later.
Benefits and Compensation
An employee may keep their benefit elections while on a paid leave of absence. Sick and vacation time will not accrue while receiving Long-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 to an employee during an approved Long-Term Disability will be delayed until the employee returns to work.
- Faculty members or 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.
- If you expect not to return to work after your Short-Term Disability coverage ends, you must contact the leave administrator to initiate your request for Long-term Disability.
- Please review our Family and Medical Leave of Absence policy.
Administration
It is an employee’s responsibility to provide proof of disability as requested by the leave administrator. Payment for Long-Term Disability benefits is managed by the leave administrator; 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 the leave administrator. If false claims for Long-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 Long-Term Disability Program, they will be subject to disciplinary action, up to and including termination of employment.
Reoccurring Disabilities
If an employee returns to work as an Active Employee, after a period of disability, and becomes disabled again within six (6) consecutive months 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 LTD benefits from the earlier disability shall be payable.
- If an employee returns to work after a period of disability and again becomes disabled after six (6) months of their return to work due to the earlier disability, the second period of disability will be considered a 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 Long-Term Disability benefits, due to full and/or partial disability, exceed the maximum benefit available.
Coordination with the Family and 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).
Last edited: 5/1/19, 01/01/2024, 2/22/24