DePaul University Human Resources > Benefits > Leave of Absence > Short-term Disability

Short-term Disability

Short-term disability benefits are intended to provide continuation of income and benefits for periods of time an employee is medically disabled and unable to work.

View university policy on Short-term Disability.

Eligibility:

  • At least 6 months of cumulative full-time service
  • Adherence to university policy and procedures and timely completion of all required forms

Benefit: If Short-term Disability benefits are approved (deemed medically necessary), benefits are paid biweekly for a maximum of 26 weeks of disability according to the following schedule:

  • Weeks 1-2: 100 percent of base salary paid using accrued sick pay (nonexempt employees)
  • Weeks 3-14: 100 percent of base salary paid
  • Weeks 15-26: 60 percent of base salary paid

Duration: Up to 26 weeks if medically necessary

Start date: On the first day of absence

Short-term disability leave will run concurrently with FMLA .

Employees are responsible for adhering to the disability policy as well as the application and notification procedures outlined on this website

It is the responsibility of a manager to inform an eligible employee of the availability of leave benefits in the event of the employee's disability.

Sheets from Liberty Mutual:

Short-term Disability Leave Process

Employee’s Initial Steps

1. Contact your manager to inform him or her of your absence/need for a leave of absence.

2. To initiate the leave of absence process contact Liberty Mutual, DePaul’s leave of absence administrator, at (800) ​341-0593. During the initial call with Liberty Mutual, you will be assigned a case manager who will discuss preliminary information and will send you instructions and the necessary forms you and your physician/healthcare provider must complete. You can also initiate the leave through Campus Connect>Self-service>Benefits>Liberty Mutual. Click on "Report a New Claim or Leave of Absence".​

a. Submit all completed paperwork to Liberty Mutual no later than 21 calendar days from the day the leave was requested in order for your request to be processed. This includes the paperwork from your physician/healthcare provider. If the completed paperwork is not returned to Liberty Mutual within 21 days, your request for leave may be denied.

b. Liberty Mutual reviews, provides a determination and sends a letter of approval or denial to you. Liberty Mutual also notifies the Human Resources Department and your manager on the status of your leave request. ​

Employee’s Steps Required While on Leave

1. If you are on leave due to a birth or adoption of a child:

a. Contact the Benefits Department at (312) 362-8232 within 31 days to complete a family status change in order to add the child to your health insurance.

b. You may also want to update your life insurance and retirement plan beneficiary information.

2. Stay in touch and provide a status update to your manager and Liberty Mutual throughout your leave.

3. If you are on an intermittent leave, you are required to submit a Payroll Leave Spreadsheet to the Benefits Department each Friday before a payroll date. The spreadsheet is used to notify the Payroll Department of the hours you work and the hours to be applied to your approved leave of absence. Failure to provide the Payroll Leave Spreadsheets on a timely basis may result in you not being paid or being underpaid.

4. If your circumstances change while you are on leave and you are able to return to work earlier than expected please notify Liberty Mutual and your manager as soon as possible before returning to work.

5. If you need to extend your leave beyond your expected return to work date, you must notify Liberty Mutual and your manager at least five work days prior to the date you had originally intended to return to work. Liberty Mutual will work with you to complete the steps necessary to extend your leave.

Employee’s Steps Required to Return to Work

1. One week prior to your return to work, contact your manager and Liberty Mutual to confirm your return to work date. No additional documentation is necessary to return to work.

2. Failure to return to work on the expected return to work date or failure to notify Liberty Mutual and your manager of a needed extension to your leave may result in termination of employment. ​

Short-term Disability leave FAQs

What is short-term disability leave?

 Short-term disability is DePaul’s salary continuation program and can run for up to 26 weeks for an employee if the employee has a medically necessary leave of absence.​​

Who is eligible?

Full-time faculty and staff with at least 6 months of cumulative full-time service are eligible for short-term disability.​

How long can I be on short-term disability?

Up to a maximum of 26 weeks (including the 2 weeks of sick pay for hourly employees) as long as the leave is medically necessary. The duration of short-term disability is determined by the physician.​

How do hourly employees report their hours while on short-term disability?

An hourly employee needs to enter their own accrued sick time during the first 10 work days of an approved short term disability leave. If sufficient accrued sick time is not available, the employee may use accrued vacation days.  After the first ten work days, Human Resources will enter short-term disability hours for the remaining duration of the short term disability leave.​

What happens when my short-term disability expires and I am not able to return to work?

If an employee is not able to return to work on the expected return to work date, the employee must contact Liberty Mutual (DePaul’s leave administrator) at least five days prior to the original intended return to work date in order to have the leave extended.​

What happens if I exhaust all of my short-term disability and I am not able to return to work?

As you approach the 26th week of short-term disability you may want to consider applying for long-term disability. For more information about long-term disability, contact the Benefits Department at ext. 28232.​