Short-Term Disability Plan
Short-term disability benefits provide wage replacement for up to 26 weeks if you are unable to work because of a qualifying medical condition. If you are absent from work for more than seven (7) consecutive calendar days because of a medical condition, including pregnancy, you may qualify for short-term disability benefits.
During your first year of employment, you are eligible to receive your full pay for the duration of a disability up to a maximum of four weeks with certification by your physician and the approval of the short-term disability carrier. If the disability lasts longer than four weeks, you may qualify for a benefit paid directly by the short-term disability carrier, which is equal to the New York State disability benefit amount of 50 per cent of your weekly pay up to a maximum of $170 per week.
If you have one or more years of service, you are eligible to receive your full pay for the duration of a disability up to a maximum of 26 weeks with certification by your physician and the approval of the short-term disability carrier.
Your wage replacement amount will not exceed your base rate of pay. Any payments received directly from the short-term disability carrier will be offset against your university paid wage replacement.
Any short-term disability leave will run concurrently with leave qualified under the Family and Medical Leave Act (FMLA) if eligible. For more information or to apply for short-term disability benefits, contact the Benefits Department at 212.229.5671 x4949.
If you do not return from an approved short-term disability leave or if you do not return upon the expiration of the maximum allowable approved short-term disability period, your employment with The New School may be terminated.
Family and Medical Leave Act (FMLA)
FMLA entitles an eligible employee to take up to 12 weeks of unpaid job-protected leave for the following reasons:
- For incapacity due to pregnancy or prenatal medical care
- To care for the employee’s child after birth or placement for adoption or foster care*
- For a serious health condition that makes the employee unable to perform his or her job**
- To care for the employee’s spouse, child, or parent with a serious health condition
- Because of a qualifying exigency if the spouse, child, or parent of an employee is in the National Guard or Reserves or a regular component of the armed forces and is on covered active duty or is called to covered active duty
- For a military caregiver leave (also known as a covered servicemember leave) to care for an injured or ill service member or veteran who is the employee's spouse, child, parent, or next of kin. An employee may take up to 26 weeks in a single 12-month period for this purpose.
* FMLA leave for birth, placement for adoption, or placement for foster care must be taken within 12 months of the FMLA event.
**The FMLA period runs concurrently with an approved short-term disability period.
Please refer to The New School's FMLA policy for detailed information. If you have questions or need additional information about the FMLA, contact the Benefits Department at 212.229.5671 x4942 or visit www.dol.gov/whd/fmla/index.htm. You can also view the U.S. Department of Labor's FMLA poster for related information.
Minimum requirements for an employee to be eligible for FMLA:
- The employee has 12 months or 52 weeks of service with The New School
- The employee has worked for The New School for at least 1,250 hours in the 12-month period immediately before commencement of the leave.
- The employee is employed at a work site within 75 miles of which 50 or more employees are employed by The New School.
All employees requesting FMLA leave must provide verbal or
written notice of the need for the leave by contacting the university’s Benefits Department at email@example.com or
When the need for a leave is foreseeable, the employee must
provide the university with at least 30 days' notice. If an employee becomes
aware of a need to take FMLA leave less than 30 days before the leave would commence, the employee must
provide notice of the need for the leave either the same day or the next
business day after he or she becomes aware of it. When the need for FMLA leave is not foreseeable, the employee
must comply with The New School’s usual and customary notice and procedural requirements
for requesting leave, absent unusual circumstances.
Pay and Benefits
FMLA leave is unpaid. However, other types of leave, such as disability for an employee’s
own serious health condition or the birth of a child, may provide income replacement and run concurrently with FMLA and be designated as FMLA leave. An employee may choose to use accrued vacation days and/or accrued floating holidays in order to be paid during all or part of a leave that would otherwise be unpaid.
An employee’s health and dental coverage will be maintained during FMLA leave under the conditions that would apply if the employee had continued to work, and the employee must continue to pay the portion he or she normally pays toward the medical and dental benefits premium. During paid FMLA, the premiums are deducted from the employee's pay as usual. During an unpaid FMLA leave, the required premium continues to be payable and the Benefits Department notifies the employee about how to make payments and when payments are due.
Returning to Work
certification from a doctor must be provided at least two weeks before the scheduled date of return. If receipt of certification is not timely, the employee’s return to work may be
delayed. Generally, an employee who takes FMLA leave will be able to
return to the same position or a position with equivalent status, pay, benefits, and other employment terms. The position will be the same or virtually identical in terms of pay, benefits, and working conditions. The New School
may choose to exempt certain key employees from this requirement and not return
them to the same or a similar position.
Long-Term Disability Plan
The New School provides a Long-Term Disability (LTD) Plan through the Standard Life Insurance Company of New York. This benefit is paid for entirely by the university. Coverage under the LTD Plan begins the first of the month following three (3) months of continuous employment dated from the day the employee began working in a position eligible for LTD benefits.
If you are disabled for 6 months, you
may be eligible to apply for Long-Term Disability benefits. At the expiration of the 6-month period, your employment
will end and you will be offered COBRA in order to continue health care
coverage at your own cost.
Approval of benefits is subject to the
long-term disability carrier’s approval. If you are approved for benefits you
may receive 60% of your pre-disability earnings, not to exceed a benefit
of $7,500 per month, less the sum of benefits from other sources including, but
not limited to, Social Security benefits, Workers’ Compensation
benefits, and Unemployment benefits.
Long-Term Disability benefits generally end upon attaining age 65 (later
in limited instances) or until the time you are no longer disabled, if sooner.
The LTD benefit durations are as follows:
|Age When Disability Starts
||Age or Duration Maximum
|59 or younger
|69 or older
For more information about the LTD Plan, refer to the Long-Term Disability Certificate and Summary Plan Description.
Workers’ Compensation Insurance
Workers’ Compensation Insurance provides cash benefits and/or coverage for medical care to employees who are injured or become ill as a direct result of their job with The New School. You must notify your supervisor and contact the Security Office to file an incident report about the injury and the way it occurred as soon as possible. Failure to file an incident report in writing within 30 days after the incident may cause you to lose the right to Workers’ Compensation benefits. Incident reports are available at all security guard desks. Employees who qualify for Workers’ Compensation benefits will receive pay continuation according to the requirements of state law and our insurance plan.