Short-Term Income Replacement Program (STIR) for Non-Exempt Staff

Effective Date: July 1, 2016
Applies to Non-Exempt Staff

Incidental Days
Family and Medical Leave Act
Vacation Policy
Workers’ Compensation


The University provides Short-Term Income Replacement (STIR) pay to eligible full and part-time non-exempt staff in the event of an approved non work-related disability. The program is administered by The Hartford and is provided at no cost to the staff member.


Regular non-exempt staff members who work a regular schedule of twenty hours or more per week are immediately eligible for the Short-Term Income Replacement program. Part-time non-exempt staff working less than 20 hours per week, temporary, and on-call employees are not eligible for STIR.

Benefit Provisions

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 25 weeks. Additional compensation such as overtime, on-call pay or similar additional pay is excluded.

Following the first day of absence, there is a one calendar week waiting period before STIR payments begin. Incidental Days will be applied to satisfy the waiting period. If no Incidental Days are available, vacation days may be applied.

Coordination with Other Leave Programs

FMLA: STIR runs concurrent with an approved leave under the Family Medical Leave Act.

Incidental Days: Available Incidental Days will be applied to the STIR waiting period as noted above but cannot be used for the actual short-term leave period.

Vacation: Accrued vacation time will be used to cover the one calendar week waiting period if Incidental Days are not available.

Workers’ Compensation: time off for a work-related injury is not eligible for reimbursement under the STIR program.

Reporting of claims

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


Staff must notify their supervisor of any and all absences, planned or unplanned.

The Hartford notifies the staff member, their supervisor and Human Resources of the status of all claims.

Returning to work

You must provide a fitness for duty form to your supervisor at least 3 days prior to your return to work. If you return to work under restriction(s), (example: reduced hours, schedule or physical limitations), confirmation from your supervisor is required to ensure the restrictions can be accommodated. The expected duration of the restriction(s) must also be provided. Fitness for duty forms may be required until full release for duty (example: no restrictions).

If your department is able to accommodate your work restriction(s) and disability benefits are approved through The Hartford, you may be returned to work under restrictions from your standard schedule and be paid a disabled and working benefit for a limited period of time, but no longer than 6 weeks.

Reduced Work Schedule: for Non-Exempt staff, upon Hartford’s approval that the reduced schedule is medically supported, disability benefits will be paid for the time not worked for a limited time, but no longer than 6 weeks.

If your department is unable to accommodate your work restriction(s), you may be eligible for additional disability benefits. You may also be eligible for a reasonable accommodation under the American with Disabilities Act (ADA).

Additional Information


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.

Incidental Days: Occasional days that non-exempt staff may use for their own illness or that of an immediate family member, two days of which may be used for personal business. See Incidental Days Policy. See Incidental Days Policy.

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.

Workers’ Compensation: reimbursement pay received from loss of income and/or cost of medical care due to a work-related injury or illness. See Workers’ Compensation Policy.

This policy is a brief description of important plan features. The Certificates of Coverage linked to this page provide all of the terms and conditions.