Call Reed Group at 1-877-928-7021
Reed Group is the third party administrator for the VSDP. Reed Group works with the employee's doctor to determine whether or not the employee qualifies for disability benefits.
If your hire date is prior to July 1, 2009, STD provides disability benefits normally beginning after an employee is absent from work for more than 20 hours in a 7-calendar day period, and cannot continue to work. Applicable leave (annual, sick, compensatory, family personal) must be used during the waiting period or LWOP. The waiting period is waived if the VSDP determines that the employee's condition is catastrophic or major chronic.
If your hire date is July 1, 2009 or after, you have a one year waiting period before VSDP benefits are available.
If you are eligible for short-term disability benefits, they could continue for up to 125 work days provided that your doctor has disabled you from work.
No. Employees who are receiving disability payments when a holiday occurs are paid according to their level of disability income.
No. Sick bank or disability credits may only be used to replace income when an employee is on short-term or long-term disability. Sick bank must be used in increments of 8 credits per day.
Yes, employees must present their supervisors with a doctor's release upon return to work.
New hires are credited with sick and family personal leave during their first year of employment based on their employment date. Leave may be used after employees first day of employment, provided that it is requested in advance and approved by their supervisor.
No. Employees are credited with new sick and family personal leave on January 10th, based on years of service.
No. Unused sick and family personal leave is forfeited upon separation of employment. Employees who have 5 + years of service will be paid 25% of their remaining sick bank or disability credits.
Employees should provide 30 days advance notice and medical certification.
No. FMLA is not available to care for parents-in-laws, grandparents, or siblings.
Classified employees may use up to 33% of their sick leave available at the start of leave to care for an immediate family member. Regular salaried faculty may use 10 days of family sick.
FMLA provides eligible employees up to 12 week of unpaid leave. Employees may choose to use applicable leave balances during this time to provide income replacement.
Employees who have worked for the state for one year and have work 1,250 hours in the 12 months preceding the start of the leave are eligible to apply for FMLA.
FMLA provides eligible employees up to 12 weeks of job and benefits protection. Employees returning from FMLA are guaranteed reinstatement in their original or equivalent position.
Health benefits are continued with the employee paying his/her portion of the premium.
No. Authorized closing leave is only to be used when there is an official university authorized closing. However, supervisors may allow employees up to a maximum of one hour past the start of their normal shift to report to work during bad weather or transportation difficulties. This would not be reported on the leave record.
Employees must be designated as emergency personnel and required by their supervisor to perform work during an authorized closing in order to earn compensatory leave. Employees should check with their supervisor to find out if their position is designated as emergency personnel.
New hires start earning annual leave after they have worked a full pay period. Annual and sick leave earnings are posted on the 9th and 24th of each month.
Annual leave is available for use after it is earned. Use of leave must be approved in advance by the supervisor.