Long-Term Disability

Faculty and staff members are eligible for coverage under the University Health Care Plan while they are receiving benefits under the University of Rochester Long-Term Disability Plan (LTD). Coverage will continue for those enrolled in the plan unless the faculty/staff member signs a form cancelling the coverage.*

For individuals (including dependents) covered under a University Health Care Plan who are eligible for Medicare,** Medicare is the primary payer for health care expenses and the University Health Care Plan is the secondary payer.*** This means that the University Health Care Plan will pay after Medicare Part A and Part B pays and that the University Health Care Plans will not cover any expenses that would have been covered under Medicare Part A and Part B. (This is commonly known as a “carve out” plan.)

For individuals (including dependents) who are not eligible for Medicare,** the University Health Care Plans will continue to pay without a “carve out” for Medicare.***

*Faculty and staff members who choose to continue coverage will be billed on a quarterly basis for their share of the premium, if any, and will need to pay their share of the premium. (Faculty and staff must continue to pay their share of the premium to continue coverage through the University. If the University does not receive payment for the coverage, the coverage will be terminated on the last day of the month for which the premium has been paid in full and notification of the coverage cancellation will be sent to the faculty or staff member’s home address from the University.)

**Generally individuals are eligible for Medicare at age 65. Medicare also may be available to individuals if they have been entitled to Social Security disability benefits for two years.

***Except in specific circumstances where CMS (Centers for Medicare and Medicaid Services) regulations dictate otherwise.

Faculty and staff members are eligible for coverage under the University Dental plans while they are receiving benefits under the University of Rochester Long-Term Disability Plan (LTD). Coverage will continue for those enrolled in the plan unless the faculty/staff member signs a form cancelling the coverage.*

*Faculty and staff members who choose to continue coverage will be billed on a quarterly basis for their share of the premium, if any, and will need to pay their share of the premium. (Faculty and staff must continue to pay their share of the premium to continue coverage through the University. If the University does not receive payment for the coverage, the coverage will be terminated on the last day of the month for which the premium has been paid in full and notification of the coverage cancellation will be sent to the faculty or staff member’s home address from the University.)

FSA participation is terminated as of the effective date that individuals are approved for Long-Term Disability benefits. Faculty and staff with FSA accounts must elect FSA COBRA continuation coverage, and remit after-tax contributions, to continue to submit eligible expenses incurred while receiving Long-Term disability benefits. Otherwise, faculty and staff will have 90 days from the effective date to submit eligible expenses incurred prior to the FSA cancellation date.

FSA participation is terminated as of the effective date that individuals are approved for Long-Term Disability benefits. Faculty and staff will have until the end of the plan year to submit eligible expenses incurred during the plan year. (The amount available for reimbursement is limited to the amount credited to their Dependent Care FSA, less any prior reimbursements.)

HSA contributions via payroll deduction stop when disability payments are no longer being paid through the University of Rochester payroll. Faculty and staff receiving Long-Term Disability benefits continue to have access to the funds in their HSA. Staff may contact their third-party administrator (TPA) for details about their account: Aetna (888) 678-8242 or Excellus/HSA Bank (866) 471-5940.

This section includes: University-Paid Basic Term Life Insurance, University-Paid Basic AD&D Insurance, Group Universal Life (GUL) Insurance, Group Optional Life (GOTL) Insurance, Optional Accidental Death & Dismemberment Insurance, and Optional Dependent Group Term Life Insurance.

University-Paid Basic Term Life Insurance and University-Paid Basic Accidental Death & Dismemberment (AD&D) insurance through Securian Life will be continued for faculty and staff while they are receiving benefits under the University of Rochester Long-Term Disability Plan (LTD).

Any Group Universal Life (GUL), Group Optional Term Life (GOTL), Optional Accidental Death and Dismemberment (AD&D), and/or Optional Dependent Group Term Life insurance coverage that a faculty or staff member has elected also may be continued unless the faculty or staff member signs a form cancelling the coverage.

Faculty and staff who are totally disabled* may not have to pay premiums for their GUL/GOTL/ Optional AD&D or Dependent Term Life insurance. Individuals will need to apply (and be approved by Securian Life) for this premium waiver by completing a “Notice of Disability and Attending Physician’s Statement” and returning both forms directly to Securian Life.

The Accelerated Death Benefit* feature of the University Life Insurance plan allows, if an insured becomes terminally ill with a life expectancy of 12 months or less, to elect a lump-sum advance of up to 100% of the total death benefit in lieu of the death benefit being paid to the policy beneficiary. (Minimum and Maximums apply.)

*Certain conditions apply. Please refer to the Group Life Insurance Guide for more information.

For non-exempt staff whose primary appointment is in division 40, 50, 60, 90, 91 or 92, unused Paid Time Off (PTO) hours will be paid out at the time of the approval for Long-Term Disability (if the individual has at least six months of PTO-Eligible service.) The Supplemental Bank will be purged.

The ability to make Voluntary Contributions is suspended while on LTD.

Voluntary and University contributions are suspended during Long-Term Disability.

For faculty or staff members receiving Long-Term Disability benefits, vacation does not accrue. Up to one year’s entitlement of accumulated vacation will be paid out (where applicable) when an individual is placed in a pending or approved Long-Term Disability status.

Faculty and staff members who have met the Tuition Benefit Plan service requirements prior to the effective date of approval for Long-Term Disability benefits are eligible for tuition benefits as though the individual was actively at work. (The time while receiving benefits under the Long-Term Disability plan does not count towards meeting the service requirement for tuition benefits.)

This section includes: VSP Vision Care, Hyatt Legal Plans, and Group Auto & Home Insurance.

Coverage for VSP Vision Care and Hyatt Legal Plans will be suspended while on LTD. Any Auto & Home insurance will be continued. Faculty/staff members who do not cancel their Auto & Home insurance coverage will be billed directly by Liberty Mutual, MetLife or Travelers.

Faculty and staff members receiving Long-Term Disability benefits remain eligible for the University Home Ownership Incentive Program.

Travel-Accident Insurance (including medical and travel-related assistance services) is suspended for faculty and staff members who are receiving benefits under the Long-Term Disability Plan.

The University reserves the right to modify, amend or terminate any of the plans at any time, including actions that may affect coverage, cost-sharing, or covered benefits, as well as benefits that are provided to current and future retirees. This document provides only a summary of the benefits. Detailed information is available on the Benefits website. A paper copy of this information is available for free from the Benefits Office. The plan documents will govern in the event of any discrepancies.