All eligible employees are automatically enrolled for short-term disability (STD) .
In the event of a prolonged absence due to disability, the short-term disability plan provides for the continuation of 100% of your regular salary for a period of up to six months. Salary will be reduced by all normal payroll deductions, any amount received as a result of government legislation in respect of the disability, and all contributions to benefit plans.
In order to be eligible for leave at full salary, you must submit medical evidence of disability from a qualified physician (a completed and signed Attending Physician's Statement).
- Conditions not covered under the disability plan
- Drug & alcohol provision
- Going on leave
- While on leave
- Returning from leave
- Contact information
Conditions not covered under the disability plan
Certain conditions/procedures, including but not limited to the following, are not covered by the STD plan;
- Surgery or treatments not covered by RAMQ;
- Eye surgery for vision correction not covered by RAMQ;
- Cosmetic or plastic surgery, unless paid for by RAMQ;
- Treatment related to fertility/infertility;
- Out of country procedures, unless covered by the Emergency Travel assistance insurance.
Should there be complications arising from the treatment or procedure that would prolong the initial period of leave, the employee may be eligible, with proper medical information, for STD for the additional time off.
For further information, please contact your HR representative or a Disability Management Advisor.
Drug & alcohol provision
You will not qualify for payments from the LTD Plan for any disabilities related to drug or alcohol use unless you are engaged in, and subsequently complete, a recognized rehabilitation program intended specifically for the treatment of substance abuse. This treatment must begin during the 6-month period of STD benefits.
Going on leave
As you begin your disability leave, you must:
- Inform your supervisor of your absence.
- Obtain a detailed medical certificate or a completed McGill Attending Physician's Statement form, and submit this documentation by e-mail, fax or in person to your supervisor, HR representative or Disability Management Advisor.
If you submit a medical certificate, please ensure that it is readable and includes the diagnosis, treatment plan, functional limitations preventing you from performing your duties, and expected return-to-work date or the date of the next medical visit, as applicable.
While on leave
While you are on leave, you must:
- Provide your supervisor and/or HR representative with regular updates about your expected return-to-work date.
- Regularly provide detailed medical certificates or a completed McGill Attending Physician's Statement form.
- Provide additional information that may be necessary to assess your situation, upon request.
- Participate in regular phone conversations with your disability management advisor to share information on your treatment plan and discuss services that may be available to you, functional limitations, job demands, barriers to returning to work, potential temporary accommodations, etc.
- Actively participate in the return-to-work process.
Returning from leave
Timely return to work proposals
A timely return to work helps you to progressively return to your full-time position by gradually increasing your duties and/or weekly hours, while taking into account your temporary limitations. Your disability management advisor may prepare a return-to-work proposal tailored to your specific situation, to be approved by your treating physician. Your physician can also initiate a timely return-to-work proposal at any time during your disability leave.
When returning to work after a lengthy absence, it may be helpful to hold a “return-to-work” meeting with your supervisor, HR representative, disability management advisor, and union representative (if you wish). The goal of the meeting is to complete the return to work plan, answer any questions and ensure that all parties hold a common understanding of the parameters of your return to work, such as:
- A return-to-work schedule (taking into account scheduled appointments, unit needs, vacation, holidays, etc.);
- Temporary functional limitations/restrictions;
- A schedule of follow-up meetings with your supervisor to assess progress and address any challenges;
- Incidental illnesses/absences during your return;
- Salary/indemnities; and
- Any other subject that may be relevant.
We're here to help
Your active participation in the return-to-work process is invaluable, so please do not hesitate to ask questions, seek information, express concerns, and share your thoughts on how your temporary limitations might be accommodated. Your disability management advisor, HR representative and supervisor are all available to help.
Disability Management Advisors
|Stephanie Lauzon||stephanie.lauzon [at] mcgill.ca||514-398-3716||514-398-6889|
|Karina Mira Lopez||karina.miralopez [at] mcgill.ca||514-398-1809||514-398-6889|
|Victoria Tallarico||victoria.tallarico [at] mcgill.ca||514-398-3195||514-398-6889|
Note: The University provides Short-Term Salary Continuance benefits. The University will acquire the full amount of the abatement agreed to by Employment and Social Developments Canada (ESDC) with regard to a salary continuance plan.