Staff Paid Medical Leaves of Absence

• Medical Absences of Fewer Than Six Days

  Eligibility:  .75 FTE 

  Benefit:  Eligible staff will continue to receive their normal salary for occasional absences because of nonwork-related illness or injury.  

   

• Medical Absences of Greater than Six Days and Less than Six Months

  Wesleyan University Supplemental Paid Benefits
  The Connecticut Paid Leave (CT PL) Program provides eligible employees with income replacement benefits for qualifying events for up to twelve weeks. The State of Connecticut will be the primary payer for leave types that qualify for CT PL benefits.

  Wesleyan University provides short-term disability (STD) insurance through Unum to all benefits-eligible employees at no cost. STD insurance is designed to help you meet your financial needs if you become unable to work due to a nonwork-related illness. Wesleyan will be considered the secondary payor and will supplement the State-provided paid leave benefit for employee medical leave according to the schedule of STD benefits.

  Eligibility;  .75 FTE 

  Benefit:  The length of short-term disability will be determined by Wesleyan's short-term disability insurance provider but can be no longer than six months.  If approved, the claim will be paid according to the following short-term disability schedule:  

  Filing a Short-Term Disability Claim 

  Please contact the benefits office in Human Resources at ext. 2100 for directions on how to file a claim.  

  Length of Service	100% Pay For Up To:	Then, at 60% For Up To:
  Less than two years	One month	Five additional months
  Two to three years	Two months	Four additional months
  Three to four years	Three months	Three additional months
  Four to five years	Four months	Two additional months
  Five to six years	Five months	One additional month
  Six or more years	Six months	Not applicable

   Employees who do not return to work upon the expiration of short-term disability will be treated as having voluntarily resigned. In such event, health insurance*, life insurance* and all other employee benefits will end, and the employee will have no rights to reemployment. The maximum length of leave the provider will approve is 26 weeks, except Wesleyan may grant an employee additional leave if required under the Americans with Disabilities Act or under state law as a reasonable accommodation or any other federal or state law. Prior to the end of the short-term disability period, the disability insurer will contact the employee to assist with filing a long-term disability claim.

  
  *Unless the employee is eligible for long-term disability.

• Long-Term Disability

  Wesleyan University provides long-term disability (LTD) insurance through Unum to all-benefits eligible employees at no cost. If your nonwork-related disability extends beyond the short-term disability period, long-term disability benefits are available. All employees on long-term disability will be eligible to participate in the group health and life insurance plans until age 65.  

  Eligibility:  .75 FTE 

  Benefit:  The length of the long-term disability benefit is determined by Wesleyan's long-term disability insurance provider based on the medical documentation provided to them by your provider.     

  Benefit Begins	Maximum Benefit Duration	Benefit Amount	Maximum Monthly Benefit
  181st day of disability	Disabled prior to age 62 – up to Social Security normal retirement age	60% monthly earnings	$11,500
  181st day of disability	Disabled after age 62 – based on your age at the time of disability	60% monthly earnings	$11,500

   

  Returning to Work After a Short- or Long-Term Disability Period Ends 

  A note is required from your provider before you return to work for all medical claims except maternity. 

Staff Other Paid Leaves of Absence

• Parental Leave

  The Connecticut Paid Leave (CT PL) Program provides eligible employees with income replacement benefits for birth, adoption, and bonding with a child for up to twelve weeks. The State of Connecticut will be the primary payer for leave types that qualify for CT PL.
  

  Wesleyan will be considered the secondary payor and will supplement the State-provided paid leave benefit not to exceed 100% of the employee's pay.
  

  Eligibility:  After completing one year of service, employees with non-temporary (more than one year) appointments who work 1,462 hours or more are eligible for a six-week paid parental leave. 

  Benefit:  Parental leave applies to birth and adoption and runs concurrently with Family/Medical leave. In most cases, the leave should be taken when the child is born or adopted. In some instances, subject to approval, the leave could be delayed, but not usually beyond six months of the child coming into the home. In case of a birth, if both the employee and spouse or domestic partner are administrative staff members and eligible for a Wesleyan University parental leave, the birth mother will use the six-week parental leave because it runs concurrently with Family/Medical leave. The spouse or domestic partner is eligible for a four-week paid parental leave. In case of adoption, the primary caregiver is eligible for a six-week paid parental leave and the spouse or partner is eligible for a four-week paid parental leave. If one spouse or domestic partner is a faculty member and the other is an administrative staff member, the staff member is eligible for a four-week paid parental leave and the faculty member would be eligible for the faculty parental leave. 

   

   

• Incidental Family Medical

  Eligibility:  Non-temporary employees are eligible for this benefit. If a dependent child, spouse, domestic partner, or parent is ill or injured, an employee may take time off with pay to care for that family member, with supervisor approval. 

  Benefit:  A maximum of 10 paid days is allowed for this purpose in any calendar year. 

   

   

• Bereavement

  Eligibility:  All staff employees are eligible for bereavement leave as outlined below.

  Benefit:  So that the employee may attend the funeral and/or fulfill his or her responsibilities to make funeral arrangements or responsibilities as executor of the deceased’s estate, an employee will receive the following time off without loss of pay.  

   a)  In the event of a death in the immediate family*, or in the event of a death of a close relative** residing with the employee or residing with the employee immediately preceding being admitted to a hospice or nursing home: 

  • Up to three days at the time of the funeral; or  
  • Up to a total of five days if the employee presents evidence satisfactory to Wesleyan that he or she has primary responsibility to make funeral arrangements and/or is the executor of the deceased’s estate. 

  
  b) In the event of a death of a close relative** who was not residing with the employee:
  

  • One day to attend the funeral; or  
  • Up to a total of three days if the employee presents evidence satisfactory to Wesleyan that he or she has primary responsibility to make funeral arrangements and/or is the executor of the deceased’s estate.  

  *Immediate family is exclusively defined as spouse, domestic partner, parent, brother, sister, child, parent-in-law, brother-in-law, sister-in-law, grandparent, and grandchild.  

  **Close relative is exclusively defined as aunt, uncle, cousin, nephew, and niece of the employee. 

   

   

• Marriage and Civil Union

  Eligibility:   Administrative staff working at least part time (.5 FTE) are eligible.

  Benefit:  Beginning with the date of hire, administrative staff who work at least .5 FTE are eligible for one week (5 days) of paid time off for their marriage or civil union ceremony. This leave is only available if the employee continues to work for Wesleyan following the ceremony. Union members should refer to their contracts for information on this benefit.

  Rev. 4/21/2023

   

   

• Jury Duty

  Eligibility:  All staff are eligible for jury duty as outlined below.

  Benefit:  Wesleyan University will pay the difference between jury pay and regular compensation, based on the number of hours an employee would have been scheduled to work. 

   

   

• National Guard or Military Reserve Summer Training

  Eligibility:  All staff are eligible for National Guard Duty as outlined below.

  Benefit:  Members of the National Guard or military reserves who are called for summer camp will be paid for the difference between military pay and regular compensation based on the number of hours the employee is normally scheduled to work for up to 10 days.  

Staff Unpaid Leaves of Absence

• Personal Leaves of Absence

  Leave of Absences - What You Need To Know

  Read more on personal leaves in Unpaid Leaves.