Birth of a Child
Back to Main List
| When and How Benefits Apply?
|
If you are anticipating the birth of a child, you may qualify for benefits under DePaul’s sick pay, Family and Medical Leave Act (FMLA and Short-Term Disability policies. Please refer to the following chart to learn when and how these benefits apply to the birth of a child. (To read a description of the policy, please click on the policy name.)
| Policy: |
Sick Pay - Used First |
|
Eligibility: |
- Full-time employment
- Non-exempt (hourly) employees accrue 10 days of sick pay per year and can accumulate up to 30 days.
- Exempt (salaried) employees do not need to accrue sick days
|
|
Benefit: |
- Generally, 100% of salary paid and all benefits remain active as long as premiums are paid
- Non-exempt (hourly) employees use accrued sick leave. If accrued sick leave is insufficient, employee may use accrued vacation days
|
|
Duration: |
10 work days. |
|
Start Date: |
First day of absence (before or after the birth) |
| |
|
Policy: |
Short-Term Disability - Used after 10 days of sick pay |
|
Eligibility: |
- At least six months full-time service.
- Adherence to University policy and procedures and timely completion of all required forms
|
|
Benefit: |
- 100% of salary for up to 14 weeks of absence, including the 2 weeks that sick pay benefit is in effect; 60% of salary for weeks 15-26 as medically necessary
- All existing benefits continue (if premiums are paid)
|
|
Duration: |
A maximum of 26 weeks (including 2 weeks that sick pay benefit is in effect) as long as the leave is medically necessary |
|
Start Date: |
The first work day after 10 workdays of absence |
| |
|
Policy: |
FMLA - Used concurrently with sick pay and Short Term Disability |
|
Eligibility: |
- 1 year of service (consecutive or nonconsecutive) and have worked a minimum of 1,250 hours during the 12-month period immediately preceding the start of the leave.
- Adherence to University policy and procedures and timely completion of all required forms.
|
|
Benefit: |
Position is protected and you will be reinstated into the same or an equivalent position upon return to work; most benefits remain active (if premiums are paid); no salary paid |
|
Duration: |
- Up to 12 weeks. FMLA leaves are unpaid.
- Salary may be continued through short term disability (if eligible) for a portion of the FMLA leave, as long as the short-term disability remains medically necessary. Once you are fit for duty, short term disability ceases but the remainder of an approved FMLA leave may be continued on an unpaid basis. You may use accrued vacation time.
- The remaining FMLA leave may be taken for a consecutive block of time or on an intermittent basis but must be concluded within 12 months of the birth of the child.
|
|
Start Date: |
On first day of absence |
|
What are the Initial Steps? |
What should I do first?
Contact your manager. Then contact the Reed Group, DePaul’s leave of absence administrator, at 1-866-302-2378, to inform them of your due date and plans for leave. The Reed Group will send you instructions and the necessary forms to complete
|
What happens to my Salary? |
Is the leave paid?
- While receiving Sick Pay – Yes, at 100% for the first 10 work days of absence (or up to the amount of sick leave accrued if less than 10 days). If you are a non-exempt (hourly) employee and have less than 10 days accrued you may use accrued vacation pay.
- While on Short-Term Disability – Yes, at 100% for the first 12 weeks or 60 work days after the first 10 days of absence; 60% for an additional 12 weeks or 60 work days.
- While on FMLA – After short tem disability benefits end you will no longer be paid but if your approved FMLA leave continues your job is protected for the remainder of the FMLA leave. You may apply accrued vacation pay to enable part of the remaining leave to be paid.
|
What happens to my Benefits? |
Do my benefits continue while I am on an approved FMLA leave?
Coverage under the following university benefit plans may continue during a qualified FMLA leave of absence if you were covered on the day the leave began and employee contributions (where applicable) are paid:
- Medical
- Dental
- Vision Care
- Life and Accidental Death and Dismemberment
- Short- and Long-Term Disability
- Adoption Assistance
- Faculty and Staff Assistance Program
- 403(b) Retirement Plan Contributions
- Flexible Spending Accounts
- Transportation Program Deductions
- Health Savings Account Contributions
- Sick Time
- Vacation Time
During Paid Leave
If you are eligible to receive pay under any of the university policies for sick pay, short-term disability or vacation, some or all of the FMLA leave may be paid. If you are receiving pay, all of the above-mentioned plans and contributions continue during an FMLA leave. Regular employee contributions will continue through payroll deduction.
You may elect to discontinue your participation in Flexible Spending Accounts – but you must do so within 31 days of the commencement of the leave. If you elect to discontinue participation in your Spending Accounts, your participation ends at the end of the month following your last active pay period. Expenses incurred during the leave after your participation ends are not eligible for reimbursement. Note: Dependent care expenses are not generally eligible for reimbursement while you are on a leave. Therefore, you may want to give particular consideration to discontinuing participation in the Dependent Care FSA during a leave of absence.
Faculty and staff can change or stop retirement plan, transportation program, and Health Savings Account contributions at any time.
During Unpaid Leave
If you are not eligible to receive pay under any of the university policies for sick pay, short-term disability or vacation, the leave will be unpaid and the employee is responsible for paying the employee contribution amount for those benefits that require an employee contribution. This can be done on an after-tax basis by personal check and forwarding such payment to the Human Resources department, by arranging pre-payment via pre-tax (if appropriate) deductions prior to the leave or by retroactive payment of premium on a pre-tax (if appropriate) basis after returning to active employment.
Retirement plan contributions and Health Savings Account (HSA) contributions will be suspended during an unpaid FMLA leave. An employee may make Health Savings Account post-tax contributions directly to his or her HSA account. Upon an employee’s return from unpaid leave, contributions that have been suspended by Human Resources will re-start automatically.
Sick Time and Short Term Disability
You may use accrued paid sick time only during the ten (10) day short-term disability elimination period. For non-exempt employees, accrued vacation time can be used during this ten (10) day short-term disability elimination period if all accrued sick time is exhausted.
When the reason for an your leave of absence is no longer your own serious health condition, short term disability and sick pay benefits are no longer available during the remainder of your FMLA leave, except as otherwise provided under the University Sick Pay and Short Term Disability Policy. In such instances, accrued vacation benefits remain available.
What happens if a performance review or salary increase is scheduled during the time I am on leave?
If you are on an unpaid FMLA leave, the review and/or increase will be postponed until you have returned to work. If you are receiving sick pay or short term disability pay the salary increase will take place as scheduled.
What do I need to do during my absence from work?
Stay in touch with your manager and the Reed Group, DePaul's leave of absence administrator at 1-866-302-2378. Notify your manager and the Reed Group of your expected return date.
What do I do if I need to extend my absence?
Stay in touch with your manager and the Reed Group, DePaul’s leave of absence administrator at 1-866-302-2378. The Reed Group will provide you with instructions and any forms which need completion to request an extension.
Is any documentation needed in order to return to work?
Generally no documentation is required. If, however, you are returning to work on a limited or part time-basis or if work place accommodations are required, you will need to provide information from your doctor. If this is the case, please contact the Reed Group at 1-866-302-2378 for instructions and necessary paperwork prior to returning to work.
Do I need to re-elect my benefits plans?
No. If your leave was unpaid, all benefits contributions you were making when your leave began, such as the 403(b) Retirement Plan contributions, will re-start automatically.
If you choose to discontinue any benefits while on leave, you may need to re-enroll upon your return to work. Contact HR for more information.
If your leave was paid, and you elected to stop Dependent Care Flexible Spending Account contributions, you will need to re-elect participation in that program.
Otherwise no re-elections are required.
What will happen if I do not return to work when my leave time has expired?
Failure to return may result in termination of employment.
