Short-Term Income Replacement Program (STIR) for Exempt Staff
Effective Date: January 1, 2017
Applies to Exempt Staff
The University offers short-term income replacement (STIR) pay to provide continued income when an exempt staff’s personal illness necessitates an extended absence from work. Paid family illness days are also provided in the event of an illness or appointment of an immediate family member.
Full-time exempt staff are eligible to receive their full base pay for up to a maximum of six months over a rolling 12-month period.
The STIR benefit pays 100% of regular pay minus all regular deductions for insurance for a period of disability as defined by the health care provider, up to a maximum of 26 weeks. Any compensation for additional work is excluded (e.g. overload jobs, lump sum payments, instructing academic courses).
Following the first day of absence, there is a one calendar week waiting period before STIR payments begin. Regular pay will continue during the waiting period.
Time may be taken for the exempt staff’s absence due to personal illness or injury or due to personal medical or dental appointments which cannot be scheduled except during working hours. Regular pay will continue during these absences. Absences of four days or longer require a physician’s statement upon return to work and may qualify under FMLA. The supervisor may request a physician’s statement for absences of less than four days, if circumstances warrant.
Family Illness/Personal Days
Up to ten (10) days per calendar year may be used for the illness or medical/dental appointments of a spouse, child/stepchild, or parent.
For purposes of this policy, a child or stepchild is any child under the age of 18 or a child 18 or older who has a permanent or temporary health condition that requires assistance with activities of daily living.
Up to two (2) days per calendar year may be used for personal business. Personal days should be submitted and be pre-arranged with the supervisor.
Coordination with Other Leave Programs
FMLA: STIR runs concurrent with an approved leave under the Family Medical Leave Act.
Workers’ Compensation: STIR runs concurrent with an approved leave under the Worker’s Compensation policy.
Procedures – Reporting and Recording Absences
Exempt staff should report absences under this policy to their supervisor whether for personal illness, family illness, or personal days. Advance notice of absence is expected whenever possible, in particular when requesting personal days.
The Hartford administers the University’s Short-Term Income Replacement program, sometimes referring to it as Short-Term Disability Leave. Staff must contact The Hartford if they believe they qualify for a short-term leave due to a current illness or injury or if they have a planned qualifying condition such as a scheduled surgery or birth of child. The Hartford coordinates STIR with Family Medical Leave (FML) when applicable.
A claim may be initiated through The Hartford by calling their toll-free number 877-877-6067 or online at TheHartfordAtWork.com. The Hartford notifies the staff member, their supervisor and Human Resources of the status of all claims.
A record of exempt staff absences for personal illness, family illness or personal days are reported through the MyTimeOff tool.
Short-Term Income Replacement Pay: Pay in lieu of regular pay provided to non-exempt staff unable to work due to their own illness that extends more than one week.
Family Illness: Occasional days that exempt staff may use for illness of an immediate family member, two days of which may be used for personal business.
FMLA: Refers to the Family and Medical Leave Act, the federal law that provides job-protected unpaid time-off for eligible employees. See FMLA Policy.
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