Most likely, yes. File a claim and have your doctor complete the Attending Physician's statement as well as your specific limitations and restrictions. Then have your employer provide you something in writing, stating that they cannot accommodate your limitations and restrictions. Provide this documentation to the insurance company along with whatever other paper work they require. Check your policy for key definitions: * Own occupation policies will pay a benefit if you are unable to perform the material and substantial duties of your job. * Any occupation will pay a benefit only if you cannot perform any work.
* Total disability * Partial disability
Is the employer the DI company (self insured) or is there a DI company? Ultimately you would need to ask the claims department.
No. There is no possible method in which your employer can withhold this. The Government is the governing body for disability insurance. They issue checks for disability. If you are trying to get a workmens compensation claim, the company is not the issuing body either. The company has an insurance company that would pay these claims and again, the administering body is the Government. The employer is only responsible to pay you for when you are working. Compensation claims go through your state.
It means that the duration of your disability has been extended. The context of this would depend on who was telling you this, for example, your physician, your insurance company, your employer, etc.
Yes, unless the company can effectively prove that it would be "Undue Hardship" for them, if they did accommodate.
Missouri does not mandate short term disability coverage. The choice is left up to the employer. Most employees pay for disability coverage 100% themselves via payroll deduction, so there is no direct cost to the employer to give employees this option.
Pennsylvania does not have state disability or mandated paid leave. If you have a policy, then the insurance company would pay the claim.
An Equal Opportunity Employer is an employer who does not discriminate in their hiring practices based on age, creed, race, religion, gender, or nationality, as well as disability, if the disability would not interfere with the proper completion of the job. Even if an employer does not mention it, all are required to have non-discriminatory hiring practices by law.
I think it depends on the company and their Short Term Disability plan. The company I work for does have maternity in there short term disability thankfully. Ask your Human Resources Director or your manager. They should be able to pull up the company's disability plan. The state of Georgia does not have a mandatory short term disability program. It leaves the choice up to the employer. Short term disability programs sold via workplace marketing will provide a maternity leave benefit, provided you enroll preconception. If your employer does not offer short term disability, it's easy to ask them to do so. Your employer simply needs to agree to deduct the premium from your pay, and forward the premium collected to the insurance carrier once a month. There is no direct cost to your employer, and no obligation to fund any premium not deducted from your pay.
You should consult with a tax specialist, but generally employer paid disability insurance benefits are taxable.
Individual Policies are better. The employer can't cancel it. You can take it with you to a new job.
If you had active coverage under your group short-term disability or long-term disability plan on November 9, 2007, then you may be eligible for benefits. You will have to find out what insurance company handled your disability benefits during that period of time, and then follow-up with them. Whether you are actually eligible for benefits will depend on the contract your employer had/has with this insurance company. Some contracts have late filing penalties, some have clauses regarding termination of employment, etc. Long story short - call that insurance company. You may be eligible for disability benefits.
Absolutely not it goes against the ADA.Its a federal law