coordination of STD and PTO
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I have a survey-type question for those of you that offer short term disability benefits. Do you allow or require employees to use accrued paid time off (such as Sick Leave) to bring their income back up to 100% while they are absent from work on STD? Our STD carrier has asked that we quit allowing this, as having 100% of one's income disincents a quick return to work. Before adopting the change, our Board has directed me to compare our practice to other similarly situated employers in our area, and I've found that the local similarly situated employers do not even offer short term disability, so I need to open up the survey to general employers.
If you care to respond, please tell me whether you are in the private or public sector, and about how many employees you have that are qualified to receive STD and PTO benefits.
If you care to respond, please tell me whether you are in the private or public sector, and about how many employees you have that are qualified to receive STD and PTO benefits.
Comments
Edit: I would have answered sooner but this was the first time your post appeared to me.
Being a non-profit we know many of our employees are living from payday to payday. We have not had anyone abuse the system to our knowledge and most everyone is very grateful.
Though we're not technically non-profit, we are VERY close, so, "Ditto."
One more question - what is your benefit level? We're paying at 60% average weekly for 13 weeks.
Employees can use sick leave for the days it requires for the STD to kick in (8) and then they can use the STD/LTD. They can not use leave to bring the STD benefit to 100% of the salary. If they have enough leave accrued to get full salary they may select to use leave rather than file for the STD benefits.