Middlebury

Disability

Introduction

Middlebury College provides two income replacement programs for faculty members unable to work due to disability. The vice president for Academic Affairs / dean of the faculty (VPAA/DOF) will work with the faculty member and Human Resources to complete any necessary leave and disability pay paperwork and to ensure a smooth transition for the faculty member to and from disability status, including determining eligibility for Family and Medical Leave Act (FMLA) designation (see Employee Benefits section in the Employee Handbook for more information).

Short-term Salary Continuation

During the first six months of disability the College will extend the current salary of a benefits-eligible faculty member for whatever waiting period (up to six months) ensues pending the beginning of benefit payments under a claim for Long-Term Disability benefits or, in the event such a claim is not allowed, for up to six months from the date of disability. Application for Salary Continuance should be made to the VPAA/DOF (certification from a physician may be required). Salary payments during this period are net of any sums to which the participant is entitled from Social Security disability.

After a six-month period of salary continuation at 100% the VPAA/DOF may supplement Long-Term Disability (see below) up to 40% of salary for extenuating circumstances. Normally, short term salary continuation will not be extended for more than one-year, or for one-year accumulated over a five-year period.

Long-term Disability

An eligible faculty member disabled for a minimum of 26 weeks may receive benefits under the College's Long-Term Disability (LTD) benefit plan. LTD provides 60% of pre-disability income replacement during a qualifying and approved disability (see the Middlebury College Health and Welfare Benefit Plan Summary Plan Description or contact Human Resources for details about this plan).

Timetable of Disability pay, benefits, and status

Many factors, such as a faculty member’s: length of service, current benefit elections, full or partial disability status, etc. can affect the timeline of pay,  benefits, and faculty status.  The VPAA/DOF and Human Resources work together to communicate specific timeline information to faculty members experiencing a disability.  The chart below illustrates the most straight-forward scenario: it assumes at least one year of service, tenure/tenure track status, current enrollment in employee benefits and full (not partial) disability. 

 Sample Disability Timeline (Tenure or Tenure Track Faculty Only)

 

Time

(from onset of disability)

Faculty Status

Salary

(level and source)

Benefits Eligibility

FMLA Coverage

0-3 months

Active, on medical leave

100% of salary paid by short-term salary continuation (STSC)

Regular employee benefits continue

FMLA period

3-6 months

Active, on medical leave

100% of salary paid by STSC

Regular employee benefits continue

 

FMLA  ends when individual has been absent from work for 12 weeks

6-12 months

Active, on medical leave

60% of salary paid by LTD; up to 40% covered by STSC

Regular employee benefits continue

N/A

12-24

months

Temporary Inactive status, on medical leave

60% of pre-disability wages paid by LTD

Continuation of Medical,  Dental & Vision benefits ; no longer considered “actively employed” under LTD and Life insurance policies, but coverage may be continued under special disability provisions

N/A

>24 months

Disability retirement status

60% of pre-disability wages paid by LTD until normal retirement age or no longer disabled

Medical/Dental/Vision eligibility similar to emeritus faculty. Period of College-paid individual coverage based on years of service (max 29 months). Life Insurance may be converted, ported or may qualify for Life Waiver of Premium.

N/A

 This chart is provided for illustrative purposes only.  Factors such as length of service, full/partial disability status , benefits enrollment, etc. may affect timing and availability of benefits and status.  Specific circumstances should be discussed with the VPAA/DOF and Human Resources.

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