Rule 3358:5-5-28 | Voluntary Short Term Disability Benefit.
The purpose of this policy is to outline the eligibility, enrollment and benefit provisions for voluntary short-term disability (VSTD) coverage available to eligible employees of Clark state college. This policy ensures consistent administration of benefits and coordination with applicable leave provisions, including the Family and Medical Leave Act (FMLA).
(A) Voluntary short term disability benefit insurance provides income protection for employees who are unable to work due to a non-work-related illness, injury, or pregnancy. Coverage is entirely voluntary and paid one hundred per cent by the employee through payroll deduction.
Eligibility
(1) Full-time exempt staff, full-time non-exempt staff and full-time faculty.
(2) The employee must be actively at work on the policy's effective date.
(B) Enrollment opportunities
(1) At the time of hire or;
(2) During the college's annual open enrollment period for insurance coverage.
(C) Effective date
Coverage begins on the date established by the insurer following enrollment and verification of eligibility.
(D) Benefits
(1) The plan provides sixty per cent of pre-disability base wages, up to a maximum of two thousand dollars per week.
(2) Benefits begin on the eighth day following disability due to sickness or injury and may continue for up to twenty-six weeks after the (waiting) elimination period.
(3) Maternity-related disabilities are treated the same as any other disability.
(4) The plan and all limitations are administered by the provider in accordance with the terms of the benefit booklet.
(E) Coordination with FMLA
When an employee's disability qualifies under FMLA, up to twelve weeks of the non-working portion of the approved disability period, including elimination (waiting) period, will run concurrently with FMLA leave.
(F) Supplementation of benefits
(1) An employee receiving disability benefits may elect to supplement the VSTD payments by using available, accrued leave balances (sick, personal, or vacation leave).
(2) Supplementation becomes effective as of the date the employee requests it.
(3) Supplementation will be paid at the employee's base rate of pay in effect at the time of disability.
(4) The combined total of VSTD benefits and any leave supplementation shall not exceed one hundred per cent of the employee's regular pay for the period of disability.
(G) Job reinstatement
An employee's right to reinstatement following the use of sick leave, FMLA leave, disability benefits or other leave for health reasons will be determined in accordance with college policies and applicable state and federal law.
(H) Administration
(1) Human resources manages enrollment, payroll deductions and coordination with FMLA and leave supplementations.
(2) In the event of a discrepancy, the insurer's plan document governs.
Last updated July 28, 2026 at 7:38 AM
Supplemental Information
Amplifies: 3358.