Faculty, Admin Pros and Other Non-Classified Staff

Stethoscope on top of medical document

In the event of illness, injury, surgery or pregnancy, CSU understands it’s important to have financial security for you and your family. The short term (STD) and long term disability (LTD) plans offer either full or partial income replacement beyond the exhaustion of accrued paid sick and annual leave.

STD and LTD insurance are provided at no cost. Premium costs are deducted post tax, then employees receive a premium allowance for both the STD and LTD plans. Paying for premiums post tax allows the income replacement to be tax exempt when it needs to be utilized.

Contact Human Resources at (970) 491-6947 as soon as reasonably possible to start your claim application if you are expecting to be off work for more than ten working days. 

Forms

Contact Human Resources to request an STD or LTD Application.

Quick Resources

Contact 

  • EmailMyHR@colostate.edu
  • Fax: (970) 491-6302
  • Phone: (970) 491-6947
  • SunLife Financial: (800) 451-4531

Short Term Disability

STD benefits begin after ten working days of continuous absence (waiting period) or when all sick and annual leave is exhausted, whichever is later.

STD benefits are payable once per condition (or related condition). A routine pregnancy delivery allows for a maximum of  up to 30 work days and a cesarean delivery allows for up to 40 work days, subject to the waiting period and use of leave accruals, etc.The maximum benefit period is based upon medical diagnosis and recuperation certified by a health care provider, as not all medical conditions will qualify for the maximum. 

There are Actively at Work provisions that indicate coverage for employees absent from work on the effective date of coverage will be deferred until the employee commences or resumes active work.

Replacement of covered monthly base salary earnings is at 100%. STD benefits are not subject to retirement deductions and taxes. 

Monthly STD income replacement benefits may be offset by any disability income benefits (Worker’s Compensation) payable elsewhere.

Benefits are payable for the duration of the disability based on supporting medical documentation for an approved health care provider, but no longer than 60 continuous work days from the date of the disability. The date of disability is determined by the health care provider and not when all sick and annual leave is exhausted. If an employee has more than 60 days of accrued sick and annual leave, then generally no benefits will be payable.

If approved and the maximum has not been reached, an employee may furnish additional medical documentation upon expiration of the period of incapacity specified in the health care provider’s statement to extend an approval. Failure to provide a complete and sufficient application may result in the denial of the STD request.

An employee who is eligible to receive STD benefits and is able to work part-time can receive partial benefits. The STD maximum duration of 60 continuous workdays is not extended.

STD benefits will end upon return to work, commencement of long term disability benefits, retirement or separation from service.

  • Except in the two instances described below, benefits will not be paid during the summer term for 9-month employees:
  1. Benefits will continue into the summer term for 9-month employees with no upcoming summer term, if they were appointed for two of the past three summer terms and:
    • are already receiving benefits on the end date of the current spring semester or, 
    • have completed the waiting period and who have exhausted accumulated sick leave on the end date of the current spring semester, or

  2. Benefits will be payable based on the duration of the approved summer term if they:
    • are already working on a summer term appointment, or
    • have an upcoming summer appointment approved by the President or their designee at the time the disability begins.

In both instances, benefits for the summer term will be equal to the average duration of the last three summer appointments or until the disability ends, whichever occurs first

The STD application is available from HR by emailing MyHR@colostate.edu or calling (970) 491-6947. 

Medical documentation from a licensed health care provider  is required to specify the date of disability, medical diagnosis and duration of the condition that will prevent the employee from performing their essential job functions for 10 or more continuous work days.

Applications are reviewed and processed by HR.

When you are on an STD, you are eligible to continue some or all of your university benefits and premiums will be deducted from STD income replacement benefits (except flexible spending (FSA), health savings (HSA) and retirement accounts).

A healthcare provider must indicate an end date and medical release for an employee to return to work following STD or FML, in most cases. If an employee returns to work prior to the approved end date, they must contact HR to end STD benefits. 

An employee who is unable to return to work following the maximum duration of STD, may contact HR for long term disability options.

Long Term Disability

The plan provides a monthly income replacement benefit, which begins on the 91st consecutive calendar day of total disability and continues to be payable each month during the term of continuous disability.

The maximum benefit period is based upon medical diagnosis and recuperation certified by a health care provider, as not all medical conditions will qualify for the maximum. See Maximum Duration for more details.

There are Actively at Work provisions that indicate coverage for employees absent from work on the effective date of coverage will be deferred until the employee commences or resumes active work.

Employees who are age 70 or older, are no longer eligible for LTD coverage.

Covered Monthly Salary: One-twelfth of your base salary, exclusive of any overtime and other forms of additional compensation. Except for a 9-month employee who has either taught two out of the last three summer terms, or has taught one out of the last two summer terms (and has signed a contract to teach the next summer term), then base salary includes compensation for the most recent summer term.

  • PERA and Federal Retirement Plan participants: monthly income replacement benefit is up to 60% of Covered Monthly Salary as of the date the disability begins, but not to exceed $22,500 per month.
  • DCP participants: monthly income replacement benefit is up to 69% of your Covered Monthly Salary as of the date the disability begins, but not to exceed $25,875 per month.

The monthly income replacement benefit payable by the Plan during continuous total disability will increase each year by 3% compounded annually, beginning with the first calendar month following 13 full months of such continuous disability.

Offset Income Replacement: The monthly income replacement benefit is offset by any income benefits payable from Social Security for yourself and/or your dependent children, Workers’ Compensation, disability benefits payable under any employer group insurance, disability or retirement benefits payable under a public pension plan (e.g. PERA), federal retirement plan and/or the University’s Defined Contribution retirement plan, or benefits payable under the University’s sick leave or salary continuation program. In no event will the monthly income replacement benefit be less than $50 per month, even though this amount may bring your total disability income to more than 60% or 69%, respectively, of your Covered Monthly Salary. 

The last monthly income replacement benefit payment will be made as of the first day of the month in which the earlier of these events occur:

  • Termination of disability (recovery or death); or
  •  Attainment of these age or time limits:
         Age When Disability Starts        Age or Maximum Duration of Benefits
      • Less than 60                       To Age 65
      • 60 but less than 65               4¾ years 
      • 65 but less than 68 ¾            To age 70

Total disability under this program is, “during the first 27 months of such total disability the inability of the employee, by reason of sickness, bodily injury or pregnancy, to engage in his or her regular own occupation”

Thereafter, it will mean the inability of the employee, by reason of sickness, bodily injury or pregnancy, to engage in any occupation for which the employee is reasonably fitted by education, training or experience.” Disability recertification may be requested at any time by the administrator, but is generally recertified every six to twelve months to determine continued eligibility for plan benefits.

The LTD application is available from HR by emailing MyHR@colostate.edu or calling (970) 491-6947. 

An employee must complete an LTD Application within 12 months of the commencement of the disability. The application will be provided to SunLife Financial, the University’s LTD third party administrator, who reviews claims and make determinations on behalf of the University’s LTD plan provisions. 

The LTD Application shall include any and all supporting medical or other information to support your disability that may be requested by SunLife Financial. The burden of proof for establishing the existence of a qualifying disability rests with the claimant.

Benefits are not payable if total disability results from any of the following causes:

  • Injury or sickness resulting from war, declared or undeclared.
  • Intentional self-inflicted injury or sickness.

Pre-Existing Conditions: Disabilities caused by any condition for which treatment was rendered within the twelve month period preceding enrollment in the plan, will not be covered until twelve consecutive months have elapsed after enrollment in the plan. 

When you are on approved LTD, you may be eligible to continue some or all of your university benefits (e.g. medical, dental, vision, etc.) while you are actively employed with CSU. If you are approved for LTD, benefit payments are sent directly from SunLife Financial. Therefore, you must make cash payments for your benefit premiums, as you generally will will not continue receiving salary from CSU (we are unable to accept cash payments for FSA, HSA and retirement).

If your employment ends with CSU, all benefits terminate at the end of the month in which you separate from service. See COBRA continuation benefits for more information. 

This is intended to be an overview. Refer to the Summary Plan DescriptionPDF file for complete information. In the event the information on these pages differs from the plan documents, the plan document will govern.