Comments on: New Jersey Short-term Disability http://www.humanresourceblog.com/2007/07/25/new-jersey-short-term-disability/ Where HR Professionals Seek Answers Tue, 06 Jan 2009 10:36:52 +0000 http://wordpress.org/?v=2.5 By: John http://www.humanresourceblog.com/2007/07/25/new-jersey-short-term-disability/#comment-11689 John Mon, 10 Nov 2008 16:37:37 +0000 http://www.humanresourceblog.com/2007/07/25/new-jersey-short-term-disability/#comment-11689 Hi Caitlin, Thanks for your post. I will try calling the State on this.. I just don't want to waste money. But if I get hurt or sick the 65% pay from my work will not cover all my bills... Thanks again Hi Caitlin, Thanks for your post. I will try calling the State on this.. I just don’t want to waste money. But if I get hurt or sick the 65% pay from my work will not cover all my bills… Thanks again

]]> By: Caitlin http://www.humanresourceblog.com/2007/07/25/new-jersey-short-term-disability/#comment-11688 Caitlin Mon, 10 Nov 2008 15:59:49 +0000 http://www.humanresourceblog.com/2007/07/25/new-jersey-short-term-disability/#comment-11688 Hi John, It is impossible for us to give a specific answer in your case, because there are too many variables. However, in most cases, the maximum a person on disability can collect is 100% of his or her usual salary. It is usually not wise for employees to pay for more insurance than that, because they are not going to collect on them. Read more about this at: http://lwd.dol.state.nj.us/labor/tdi/employer/state/sp_emp_memu.html. You can also post questions on our sister site at www.laborlawtalk.com. HTH, and thanks for posting a great question!~ Caitlin Hi John, It is impossible for us to give a specific answer in your case, because there are too many variables. However, in most cases, the maximum a person on disability can collect is 100% of his or her usual salary. It is usually not wise for employees to pay for more insurance than that, because they are not going to collect on them. Read more about this at: http://lwd.dol.state.nj.us/labor/tdi/employer/state/sp_emp_memu.html. You can also post questions on our sister site at http://www.laborlawtalk.com. HTH, and thanks for posting a great question!~ Caitlin

]]> By: John http://www.humanresourceblog.com/2007/07/25/new-jersey-short-term-disability/#comment-11687 John Mon, 10 Nov 2008 14:43:52 +0000 http://www.humanresourceblog.com/2007/07/25/new-jersey-short-term-disability/#comment-11687 Would you know if there is a maximum in what I can collect a month/week if I become disabled in NJ. My works private disability benefits will pay 65% of my weekly wages and I have my own private disability benefits with Mutual of Omaha Insurance Company that pays $1000.00 a month. Thanks for any help with this...John Would you know if there is a maximum in what I can collect a month/week if I become disabled in NJ. My works private disability benefits will pay 65% of my weekly wages and I have my own private disability benefits with Mutual of Omaha Insurance Company that pays $1000.00 a month. Thanks for any help with this…John

]]> By: Caitlin http://www.humanresourceblog.com/2007/07/25/new-jersey-short-term-disability/#comment-11181 Caitlin Thu, 11 Sep 2008 14:18:34 +0000 http://www.humanresourceblog.com/2007/07/25/new-jersey-short-term-disability/#comment-11181 Hi Jessica! First of all, our deepest sympathy on the loss of your babies. I know that is a really, really tough situation. Unfortunately, FMLA limits unpaid, job-protected leave to 12 weeks in a 12-month period. All types of FMLA leave are bundled together, in this calculation. So while the company's private insurance will pay you for 26 weeks of disability, the company is under no obligation to permit you more than 12 weeks of leave, in most cases. Companies can and usually do count all pregnancy-related leave as FMLA. There is one exception here. The company can only count a short term disability as FMLA leave if the employee was informed at the beginning of the leave, in writing, that it was FMLA. That is probably the case, since such notification is routine, but it is worth checking into in your case. HTH, and thanks for reading the blog!~ Caitlin Hi Jessica! First of all, our deepest sympathy on the loss of your babies. I know that is a really, really tough situation.

Unfortunately, FMLA limits unpaid, job-protected leave to 12 weeks in a 12-month period. All types of FMLA leave are bundled together, in this calculation. So while the company’s private insurance will pay you for 26 weeks of disability, the company is under no obligation to permit you more than 12 weeks of leave, in most cases. Companies can and usually do count all pregnancy-related leave as FMLA.

There is one exception here. The company can only count a short term disability as FMLA leave if the employee was informed at the beginning of the leave, in writing, that it was FMLA. That is probably the case, since such notification is routine, but it is worth checking into in your case.

HTH, and thanks for reading the blog!~ Caitlin

]]> By: jessica http://www.humanresourceblog.com/2007/07/25/new-jersey-short-term-disability/#comment-11177 jessica Wed, 10 Sep 2008 21:52:20 +0000 http://www.humanresourceblog.com/2007/07/25/new-jersey-short-term-disability/#comment-11177 I have been out of work for sickness due to pregnancy since 5/6 when I was 2 months pregnant. I am receiving short term disability payments from my company's private insurance. On 9/1 I had an emergency c-section that resulted in the deaths of my twin baby boys. Now that I have delivered by c-section my doctor requests that I take 8 additional weeks. My company said that they will not hold my job for more than 6. My question is, does the company have to hold my position for the 26 weeks of short term? Or is it definitely under the FMLA since it is pregnancy related? I would really appreciate if someone got back to me. Thanks, Jessica I have been out of work for sickness due to pregnancy since 5/6 when I was 2 months pregnant. I am receiving short term disability payments from my company’s private insurance. On 9/1 I had an emergency c-section that resulted in the deaths of my twin baby boys. Now that I have delivered by c-section my doctor requests that I take 8 additional weeks. My company said that they will not hold my job for more than 6. My question is, does the company have to hold my position for the 26 weeks of short term? Or is it definitely under the FMLA since it is pregnancy related?

I would really appreciate if someone got back to me.

Thanks,
Jessica

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