| Upon receipt of an attending
physician's statement (APS) in cases of extended illness,
all regular employees with at least five years of continuous
service at St. Edward's University will be compensated according
to the following schedule:
| Month
of Absence To
Be Paid
|
1, 2, 3, 4 |
Accrued, unused
benefit time (sick leave, then annual
leave), then 90% of salary through the fourth
month of
absence
|
|
5 |
80% of salary the
5th month |
|
6 |
70% of salary the
6th month |
|
Following the sixth month of disability, participating
employees may be eligible for up to 60% of their salary
through Long Term Disability Insurance benefits. LTD claims
are filed through the Office of Human Resources.
During the use of Extended Sick Leave, an employee remains
eligible to continue in the medical, life, accidental death
& dismemberment, and long term disability plans. Continued
eligibility is contingent upon timely receipt of the employee
contribution if there is no salary from which to make the
employee deduction. The university will continue to contribute
its portion of the total premium. Arrangements for paying
such premiums should be made with the Office of Human Resources.
If the employee returns to active work while using extended
sick leave and is subsequently disabled for the same or
related causes, then, after using accrued earned benefit
time, the employee may use the remaining extended sick leave
benefit. If the disability has a different origin or if
it has been more than 365 days since extended sick leave
benefits were used, an eligible employee starts at the beginning
of the extended sick leave schedule. Annual and sick leave
are not earned when an employee is using extended sick leave.
Sick leave used for Family Medical Leave purposes (personal
or eligible family member illness) will count toward the
12-week maximum absence per year described in the Family
Medical Leave policy. WCI weekly compensation is regarded as a form of extended sick leave and will reduce the number of weeks (or partial weeks) employees are permitted to receive extended sick leave compensation directly from the university.
Although every effort will be made to place an employee
utilizing Extended Sick Leave in the same or similar position
when s/he is physically able to return to work, the university
cannot guarantee reemployment unless benefits under the
Family Medical Leave policy have not yet been exhausted
(maximum 12-week absence per year).
|
