When you sign up for benefits with your company, Short Term Disability is one of those benefits that isn’t usually fully understood by you until you actually need it. Even if you live a healthy, safe life with a job with very few health risks, sometimes illness or injury are inevitable. If you’re sick or injured from a non-work related incident, you may want to speak to your Human Resources representative about Short Term Disability benefits.
What are Short Term Disability benefits?
This is a financial benefit that will pay you, the employee, a percentage of your weekly salary(usually 40%-60%) for a specified period of time when you’re unable to perform your work duties. If you’re unable to work, your employer will help you determine whether or not you’re eligible for Short Term Disability benefits. A short term disability usually varies anywhere from 8 to 52 weeks, depending on your employer. If Short Term Disability isn’t an option, you may be eligible for Long Term Disability benefits instead. However, you’re usually required to use any unused sick or personal days before your employer will allow you to begin using your short term disability.
By using short term disability, your employer is agreeing to ensure that your job, or a similar job with same pay, will be available to you when you come back from short term disability leave.
Who should pay for your Short Term Disability Benefits?
This is generally a benefit that should be included in your insurance and benefits package. This is a benefit that should usually be paid for by your employer. When you start a new job, you should always ask your employer how their Short Term Disability benefits are paid out, who pays for them, and the contingencies with them. This way, if you ever find yourself in need of these disability benefits, then you aren’t surprised.
What is a Short Term Disability?
These are instances when you are too sick or injured to perform your regular work duties. Make sure you clarify with your employer that you qualify for Short Term Disability, rather than the Family Medical Leave Act(FMLA), because you won’t receive any compensation when you’re on FMLA. Instances where you generally receive FMLA instead of STD include maternity leave. Or FMLA may kick in once you run out of Short Term Disability leave days.