The Disability Benefits team oversees disability benefits programs and is the main point of contact for issues related to STD, LTD, and workers compensation claims. They are the ones who receive your confidential medical certification information from your health care providers to evaluate and determine whether your claim qualifies for benefits.
Use the baby’s due date, or date on which you expect to take custody of the child in the case of adoption or foster care, as the expected start date of the leave. Use the last day of the 13 week period as the expected end date on the form. Below these dates, indicate that you are requesting to take your Parental Leave on an intermittent basis throughout this period.
A Fitness for Duty Certification is a signed statement from your treating health care provider which indicates that you are able to return to work, and also indicates any restrictions that may apply when you return to work. The Disability Benefits team considers a return to work/clearance letter the “fitness for duty certification”. They receive, approve and release employees who return to work following the receipt of this letter.
Temporary employees hired onto FAS payroll to fill in for a staff member on leave should be appointed as “Temporary – Backfill.” This allows the temporary employee to remain on the payroll for up to six months, rather than the usual 90-day limit for regular temporary appointments.
The Disability Benefits team, managed by Patricia Conde, is the group that oversees disability benefits programs and the main point of contact for issues related to STD, LTD or workers compensation claims. They are the ones who receive confidential medical certification information from an employee’s health care providers, to evaluate and determine whether an employee’s claim qualifies for benefits. Patty Conde is the main point of contact for questions related to the employee’s specific claim being certified, and any recertification timeline.
This can vary on a case-by-case basis, but in general, employees out on STD are not expected to be available during this period. Any communication with them can be routed through the FAS Leaves Liaison. Employees going out on STD for an extended length of time are encouraged to check in with their manager or department administrator, if possible, within a week of their return, to confirm their return to work date. If you are a department administrator or manager and are concerned about a lack of contact with an employee, contact the FAS Leaves Liaison or your HR Consultant for guidance.
Any paid time off used at the completion of an employee’s 26-week STD period while awaiting an LTD determination should be approved by the employee’s DA/manager and HR Consultant. It’s important to note that any paid time off used is not credited back to the employee if LTD is approved retroactively. Sick and personal time is considered “deductible income” and using either will cause the employee’s LTD payment to be reduced. Vacation time may be used with no impact to LTD pay.
STD is an insurance program which provides salary replacement for eligible employees who are experiencing a physical or mental health condition which results in an inability to perform the essential functions of their job. For more information on STD at Harvard, see the relevant page on HARVie.
In addition to a two-week waiting period before the STD salary coverage period begins, employees also need to use, or “spend down”, a certain amount of their available sick time before STD will begin to cover their salary. Administrative and professional staff must be out of work for two continuous weeks and then "spend down" an additional 25 days of sick time (if available) or spend down to a balance of 40 days, whichever comes first, before STD salary coverage will begin.
The STD benefit period begins the day after the last day worked and extends for up to 26 weeks. The STD pay start date is the day an employee becomes eligible for payment of STD pay. This is the day following the two-week waiting period and any required sick time spend down.
An employee with fewer than seven years of service will receive reduced pay while on STD Leave and cannot supplement this pay with accrued time off. Those who prefer to receive their full salary can elect to substitute paid time off for all or a portion of their leave instead of using STD pay.
No. Foster parents can apply for Family and Medical Leave (FMLA) to care for a child after placement for foster care, but they are not eligible for paid Parental Leave and would need to use vacation, personal, or accrued compensatory time to be paid during an FMLA Leave.