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 illness or injury. The program is administered by Sedgwick 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 hired on or after August 1, 2020 are eligible after one year of employment for the Short-Term Income Replacement program. Regular non-exempt staff members who work a regular schedule of twenty hours or more per week hired before August 1, 2020 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.

Pay and Benefit Provisions

Following the first day of absence, there is a 7 calendar day 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. If no incidental or vacation days are available then the time is unpaid.

The STIR benefit pays 100% of regular pay minus all regular deductions 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.

The Internal Revenue Code, section 129, does not allow participating in the Dependent Care FSA while on medical leave. Dependent Care expenses incurred during a medical leave are not eligible for reimbursement. Since your Dependent Care status has changed as a result of medical leave, you may elect to change your election for the balance of the year.

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 7 calendar day 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

Sedgwick administers the University’s Short-Term Income Replacement program, sometimes referring to it as Short-Term Disability Leave. Staff must contact Sedgwick 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. Sedgwick coordinates STIR with Family Medical Leave (FML) when applicable.

A claim may be initiated through Sedgwick by calling their toll-free number (888) 436-9530 or online at


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

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

Extended Medical Leave

Any medical leave beyond the duration of Short Term Income Replacement is considered an extended medical leave. Extended medical leave is only available for employees on leave due to their own serious health condition.

When an employee transitions to unpaid status, the department may post the employee’s position. Employees returning from unpaid status may not be guaranteed a position. However, they will be considered for any available position for which they are qualified at the time of release to return to work. An employee who is not released to return to work by a health care provider within one year from the beginning of any medical leave may be separated from the University.

Continuation of Benefits During an Extended Medical Leave

While on leave and for up to one year, certain employee benefits will continue.


  • Benefits funded in full by the University (including but not limited to base life insurance ($25,000), long-term disability insurance, and educational benefits) continue during this period.
  • The University subsidizes and the employee pays their regular share of the premium for their medical insurance. The employee continues to pay the full cost of supplemental and dependent life insurance and other applicable voluntary benefits. The employee will be offered COBRA for dental, vision and the Flexible Spending Account (for medical expenses), as applicable.

Once an employee is in unpaid status, applicable premiums costs are to be paid through automatic withdrawal. Employees are asked to sign a Promissory Note form and Authorization for Electronic Withdrawal form to authorize the University to withdraw the premium from the designated account no later than the fifth of the each month. Failure to make payment, sign the promissory note or discuss their situation, will result in termination of benefits by the University.

Returning to work

You must provide a Return-to-Work/Work Release form to your supervisor at least 7 calendar 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. Return-to-Work/Work Release 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 Sedgwick, you may be returned to work under restrictions from your standard schedule and, for reduced hours, 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 Sedgwick 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 or injury that extends more than 7 calendar days.

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.