Comments on: Paid disability: What’s fair, what’s too much?

By: Cindy

Cindy — Mon, 13 Apr 2009 14:48:09 +0000

My company is odd in that STD takes effect on day 8 and last for 12 weeks. LTD does not take effect until 6 months of disability. There is absolutely nothing for the employees during the three month gap. Anyone else?

By: Jennifer

Jennifer — Fri, 05 Sep 2008 14:33:40 +0000

We’ve had a flat rate for STD for years. The same $150 a week no matter how much you make. I was able to convince my boss to increase it to $200 a week in 2006. We’re so far behind the times. We have high co-pays on our HMO and low payments on STD. After 13 weeks, they roll to LTD were they finally get 66%. I don’t know how much I can push for at renewal since I’ll be on STD in March (and I was out last time we did an increase…these babies have great timing!)

By: Cheryl

Cheryl — Thu, 04 Sep 2008 21:59:15 +0000

I worked for a company in Columbus Ohio who really did things unethical and illegal. I’m no longer there so I can give details. They would pay those employees they liked STD or LTD and the ones (mostly black) were denied such monies. I saw this first hand when I was in data processing (typing microfilm jackets). The policy said it was to be tier plan like the way Jackie T explained but the “new owners” changed the name of the company and told us we are all “new employees” and therefore the tier system didn’t apply (but only for their favorite employees).

I tried NAACP and other agenicies and no one wanted to help me. I’m glad I’m no longer there.

By: Jim Funcheon

Jim Funcheon — Thu, 04 Sep 2008 19:37:24 +0000

YYou mention that a “a new study says. The ideal salary-replacement percentage is 70%.” Wat study is that so I can refer to it when I develop our plan

thnaks

Jim

By: Jackie T - SPHR

Jackie T - SPHR — Thu, 04 Sep 2008 18:37:00 +0000

My company has a tiered system: hourly employees are paid 66 2/3% after a one day “no pay day” to discourage employees from “taking advantage” for short term issues. The first 14 days are “sick leave” then on day 15, they move into a STD status (which requires application and coordination with a 3rd party TPA that handles all the dealing with the doctors office and obtains medical info – that we in HR don’t want to have access to). The pay for STD is the same as “sick leave”. There is a 6 month waiting period for sick leave and STD. For salaried non-exempt and exempt employees, the sick and STD is 100% pay from day one of the illness.

Even though abuse is certainly possible, I have not seen this to be the case. Most employees (in the industry I am in) are thrilled to death to have paid time at all and supporting them through difficult times breeds loyalty. Having the 3rd party administrator for illnesses/injuries longer than 2 weeks, REALLY helps because the TPA determine if an employee qualifies (not me) and deals with all the medical info so there isn’t an issue of “you know too much” when they come back.

By: Mary Rogoz

Mary Rogoz — Thu, 04 Sep 2008 17:51:59 +0000

What about the the length of the coverage period? coverage for 13 weeks, coverage for 26 weeks?

By: Douglas Emery

Douglas Emery — Thu, 04 Sep 2008 17:47:50 +0000

I found the logic to be quite interesting. We been selling group SDT & LTD for years, but usually recommend the the 1st day Accident and the 8th day Sickness. Supprisingly a number of groups would like to see longer waiting periods.