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  • Short-term Disability

    Benefit: Short-term Disability
    Description:
    • The Short-term Disability benefit provides 66.67% of your weekly salary up to a maximum of $1,500 per week
    • There is a 14 day (unpaid) elimination period from the date last worked. If you have accruals, you must use that time during this period
    • You may use your leave banks to supplement the remaining 33.33% of your salary
    • You may receive paid benefits for up to 24 weeks after the waiting period
    • There are no pre-existing conditions exclusions
    Eligibility:

    Pima County employees are considered eligible for the Short-term Disability benefit if they are working in a current benefits eligible position for 90 days.       

    In addition, an employee must:

    • Be unable to work due to their own non-work-related illness or injury
    • Be under the care of a health care provider
    • Be unable to perform their assigned job duties
    • Have satisfied a 14-day elimination period

    Refer to Administrative Procedure 23-24 for additional information            

    Important Information: An employee requesting Short-term Disability must notify Human Resources Leave Administration, as soon as they can, to complete the following forms before the benefit will be considered for approval:
    • Statement of Employee Form
    • Physician Statement
    • Leave Administration Form
    • FMLA documentation (if applicable)
    Additional Information:
    • Inform Human Resources Leave Administration as soon as you know you will need to use the benefit
    • ASRS/PSPRS - Can affect credited service time if you do not use leave banks during use of short-term disability benefit
    • Benefits are taxable
    • May either use Parental Leave or Short-term Disability benefit

    Additional Short-term Disability Benefits

    If you have AFLAC, PIC, or other Short-term Disability benefits, Lincoln will reduce its payment to you based on your additional disability payments. Contact your AFLAC/PIC benefit representative to learn more:

    AFLAC Contact:
    Sandra Sarff
    Phone: (520) 825-2254
    Email: Sandra_Sarff@us.aflac.com

    PIC Contact
    Marvin Bernstein
    Phone: (520) 241-9411

    Childbirth

    For the purposes of Short-term Disability, childbirth is considered an illness.

    • You may either use Parental Leave OR the Short-term Disability benefit. Waivers shall be considered on a case-by-case basis    
    • If you qualify for FMLA, you must use concurrently with Short-term Disability

    To learn more about Parental Leave, please refer to the Administrative Procedure 3-20.


     

    How Does It Work?

    Example of a Short-term Disability claim:
    Lisa signed up for short-term disability insurance when she became a full-time employee two years ago. Recently she learned she has a health condition that will prevent her from working for eight weeks.

    Her policy has a maximum benefit of 66.67% of pay, up to $1,500 a week, and a maximum benefit duration of 24 weeks. Payments can begin after the 14-day waiting period. So Lisa’s benefits begin on the 15th day of her condition.

    Sample Benefit Statement

    Hourly Rate 

    $18.75

    Weekly Pay

    $750.00

    Maximum Benefit

    x 66.67%

    Weekly Benefit

    $500.00

    Approved benefit duration

    x 24 weeks*

    Total Short-Term Disability benefit (for 24 weeks)

    $12,000.00

    * After the 14-day waiting period

    All recipient will receive a separate W2.

    Steps to Submitting a Claim to Short-term Disability

    • Step 1: Employee or DPR Notifies HR Leave Administration
    • Step 2: Employee has the following forms completed and returns to HR Leave Administration
      • Statement of Employee Form
      • Physician Statement
      • Leave Administration Form
      • FMLA Documentation (if eligible)
    • Step 3: HR Leave Administration submits the completed form to Lincoln Financial

     

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    Tucson, AZ 85701

    Phone: (520) 724-8464
    Fax: (520) 724-8150


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    Pima County provides equal access and equal opportunity in employment and services and does not discriminate.

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