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 the university Short-term Disability policy.

Eligibility:

At least six 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 1-14: 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.

Short-term Disability Leave Process

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 six 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 two 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.

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 The Hartford (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 team online or call (312) 362-8232.

Employee's Initial Steps

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

2. To initiate the leave of absence process, contact The Hartford (DePaul's leave of absence administrator) at (888) 301-5615. During the initial call with The Hartford, 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. Find more details in these Instructions to File a Claim or Request a Leave with The Hartford.

a. Submit all completed paperwork to The Hartford no later than 15 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 The Hartford within 15 days, your request for leave may be denied.

b. The Hartford reviews, provides a determination, and sends a letter of approval or denial to you. The Hartford also notifies the Benefits team and your manager of 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 team online or 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 The Hartford throughout your leave.

3. If you are on an intermittent leave, you are required to submit a Payroll Leave Spreadsheet to the Benefits team 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 The Hartford 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 The Hartford and your manager at least five workdays prior to the date you had originally intended to return to work. The Hartford 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 The Hartford 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 The Hartford and your manager of a needed extension to your leave may result in termination of employment.