Faculty who find that they need a leave of more than three days for medical reasons should arrange to meet with or otherwise contact the VPAA/DoF as soon as possible.
Middlebury College provides two income replacement programs for faculty members unable to work due to disability. The VPAA/DoF will work with the faculty member and Human Resources to make any necessary FMLA leave and disability pay arrangements and to ensure a smooth transition for the faculty member to and from disability status.
Details about the benefits available to faculty needing short- or long-term medical leaves or FMLA leave can be obtained by contacting Human Resources (x 5465) or from the Human Resources web site: https://www.middlebury.edu/offices/business/hr/staffandfaculty/benefits.
Short-term Disability Pay
Middlebury provides a self-insured, employer-paid short-term disability (STD) benefit which is accessible by faculty members prevented from working due to a qualifying illness or injury. After a two-week elimination period STD pays 60% of pre-disability wages* for up to 26 weeks. Full details on the benefit can be found in the Middlebury Health and Welfare Summary Plan Description (available on-line or from the Human Resources Office).
Long-term Disability Pay
Middlebury provides a fully-insured, employer-paid long-term disability (LTD) benefit which is available to faculty members unable to work for an extended period of time. LTD provides income replacement of 60% of pre-disability wages* 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).
*In order to receive disability pay a faculty member must file a disability application (available from the Human Resources Department) in a timely manner; failure to do so will result in a delay or even loss of eligibility for income replacement benefits.
Supplementing Disability Pay using Faculty Leave Reserve
Faculty may arrange to use accrued Faculty Leave Reserve to augment the 60% short-term or long-term disability income replacement benefit as well as during the elimination period for STD, thus remaining at full salary. Arrangements to do so can be made through the Disability/Leave Specialist in the Human Resources Department.
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 during a period of disability. The VPAA/DoF and Human Resources work together to communicate specific timeline information to faculty members unable to work due to a medical condition. The chart below illustrates the most straight-forward scenario: it assumes a faculty member with multiple years 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)
(from onset of disability)
(level and source)
|Benefits Eligibility||FMLA Coverage|
|0-3 months||Active, on medical leave|
100% of salary:
Short-Term Disability pays 60% of weeks 3-12, use accrued Faculty Leave Reserve to bring to 100% of pay for full period of disability
|Regular employee benefits continue||FMLA period|
|3-6 months||Active, on medical leave|
100% of salary:
Short-Term Disability pays 60% throughout, use accrued Faculty Leave Reserve to bring to 100% of pay
|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 accrued Faculty Leave Reserve||Regular employee benefits continue||Not available|
|Temporary Inactive status, on medical leave||60% of pre-disability wages paid by LTD. Use available accrued Faculty Leave Reserve for up to 40% of pay.||Continuation of Medical, Dental & Vision benefits; no longer considered “actively employed” under LTD and Life insurance policies. Life Insurance may be converted, ported or may qualify for Life Waiver of Premium.||Not Available|
|>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).||N/A|
This chart is provided for illustrative purposes only. Specific circumstances should be discussed with the VPAA/DoF and Human Resources.