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  • Effective: 9/13/1983
  • Revision: 8/17/2010
  • Reviewed: 1/26/2016

  1. Board Directive
    The Board recognizes the need for employees to protect themselves against long-term injury and illness. A long-term disability policy will be available to eligible employees. The Board will pay the premium as agreed upon for each contract period. Appropriate application must be made by the employee.  The Board delegates to the District Administration responsibility for implementing this policy.
  2. Administrative Policy
    The long-term disability policy will be implemented according to the following administrative policy provisions:

    1. Eligible employees unable to perform all essential functions of their job may apply for long-term disability benefits.
      1. A 180-calendar day elimination period must be satisfied. The elimination period is a period of time an employee is continuously disabled and unable to work. The elimination period includes weekends, holidays, and summer months whether or not it is part of the employee’s contract.
      2. Regardless of the number of sick leave days available, employees will either terminate or transition to long-term disability benefits at the end of the 180-calendar day elimination period.
      3. If during the elimination period an employee is released by his/her physician to return to work without restriction and the employee does not return for at least twenty (20) consecutive work days, the elimination period will remain unchanged.
      4. Employees not applying for long-term disability benefits will terminate at the end of the 180-calendar day period regardless of the sick leave days available.
      5. Employees may use their eligible paid leave or make application for sick bank days during the elimination period.
      6. If during the elimination period, all available paid and unpaid leave has been exhausted and the employee is not covered under FMLA, employment will be terminated and the elimination period will be satisfied without pay.
      7. The application process to the long-term disability carrier should be completed within the first 90 days of the elimination period or there may be a delay in payment eligibility.
    2. At such time as an employee reaches the 180-day elimination date and is unable to perform all essential job functions, with or without a reasonable accommodation, his/her employment with the District will be terminated.
      1. The District will continue to pay the District's portion of the premium costs for medical insurance benefits for up to two years or the duration of the disability, whichever is less.
      2. Members of the Tier I Utah Retirement System will continue to accrue retirement service and salary credits for the duration of the time that the employee is on long-term disability, as per the District's Utah State Retirement Benefit Contract.
      3. If the approval takes longer than the 180-calendar day elimination period, a COBRA offer for the continuation of medical insurance will be given, if applicable.
      4. If long-term disability benefits are eventually approved, the long-term disability carrier will pay all back wages at 66 2/3% from the 180th day, insurance benefits will be reinstated and COBRA premiums refunded.
    3. If an employee receives a release from his/her physician as fully able to perform all essential job functions, with or without accommodations, during the 180-day elimination period, the release must be submitted to the Human Resources Department for review. The employee will be notified if or when they are able to resume employment.
    4. When an employee terminated under this policy is released by his/her physician as fully able to perform all essential job functions with or without reasonable accommodation, the employee may reapply and be considered with all other applicants for positions for which he/she is qualified. If the former employee is rehired within two calendar years of the termination date, he/she will be treated as if returning from a leave of absence.

Effective: 6/28/1977
Revision: 9/25/2012

  1. Board Policy
    An employee who is temporarily unable to complete the essential functions of his/her job due an injury or disease compensable under Utah Code Annotated Title 34A, referring to workers' compensation and occupational diseases, should be allowed a reasonable medical leave without pay.  In addition, the injured employee may use previously accumulated sick pay in an amount which when aggregated with workers' compensation benefits does not exceed the regular rate of pay received prior to the injury.  The District is self-insured with an outside insurance company administering the District's industrial insurance plan.  The District Administration is responsible to develop guidelines for implementing this policy.
  2. Administration Policy
    The Administration shall administer this policy in accordance with the following guidelines:

    1. Reporting injuries
      1. All on-the-job employee injuries shall be immediately reported to the supervisor.  The supervisor or designee shall contact the Third Party Administrator to report the claim and complete all necessary paperwork provided by the Human Resources Department.
      2. The Third Party Administrator of the industrial insurance plan shall forward the Employee's Statement Regarding Accident report form to the injured employee and supply copies to Insurance Services and Human Resources Departments.
    2. Compensation
      1. An employee who cannot work because of injuries suffered in an incident covered by workers' compensation will draw on accumulated paid sick leave in an amount which when aggregated with workers' compensation benefits does not exceed the regular rate of pay prior to the injury. Refer to policies DP324 NEG Sick Leave – Licensed and DP326 NEG Sick Leave – Education Support Professionals
      2. The first three days' absence will be charged against the injured employee's accumulated sick leave.  Thereafter, one-third day of accumulated sick leave will be charged for each day's absence and two-thirds day charged to industrial.
      3. If an injured employee is disabled for 14 calendar days or more, the industrial insurance will pay the employee two-thirds of a day's pay for each day off retroactive to the first day's absence.
      4. If an eligible employee has no leave days available, he/she may apply for sick bank days.
      5. An employee who is off work due to physical assault on the job, as defined by Utah  Code Ann.
        § 76-5-102,  shall have no loss of sick leave for up to 180 calendar days, including summer months.   Any payments received from industrial insurance shall be deducted from the employee's regular pay.
      6. Workers Compensation runs concurrent with Family Medical Leave Act (FMLA) and available paid leave, if applicable.
    3. Returning to work
      1. An employee returning to work after a workplace injury shall present to the Human Resources Department a physician's certificate stipulating that the employee is capable of returning to full duty and performing the essential functions of the job.
      2. An employee off work due to a workplace injury for longer than thirty (30) working days may be temporarily replaced by the Board.  When an employee is released by his/her physician as fully able to perform all essential job functions with or without reasonable accommodation, the employee will be returned to his/her original position.
      3. A Transitional Work Assignment may be available through the Human Resources Department, to employees who are recovering from a work-related injury who have been released to return to work and have temporary medical restrictions.  Eligibility for a Transitional Work Assignment is determined on a case-by-case basis, accounting for the employee’s position, the employee’s temporary work restrictions, and the ability of the school/department to accommodate the temporary work restrictions.  A Transitional Assignment is a temporary assignment and does not represent a permanent change of duties or responsibilities.  In the event that an employee declines a Transitional Work Assignment offer, the employee will remain on unpaid status until he/she obtains a full work release from the treating health care provider.

Effective: 9/2/1969
Revision: 1/12/2016
Reviewed: 12/27/2012

  1. Board Directive
    The Board agrees to participate in a program of health and accident insurance coverage for all eligible employees.  The insuring company shall be selected by the Board after conferring with the officers of various employee organizations. The Administration is responsible to administer the policy.
  2. Administrative Policy
    This insurance policy shall be administered in accordance with the following provisions:

    1. Application for participation in group insurance must be made by the individual employee.
    2. Deductions for participation in the group insurance program shall be made in accordance with the schedule approved by the Board.
    3. Effective January 1, 2016, insurance coverage will be effective on the first day of the month following the employment start date, provided enrollment forms are completed and filed in the District Insurance Office within 30 days of the employment start date.
    4. Health and accident insurance coverage will terminate at the end of the month an employee voluntarily terminates employment with the District, effective Sept. 1, 2010.
    5. Health and accident insurance coverage will remain in force for employees who are involuntarily terminated until district level due process procedures are completed.
    6. If an employee completes his/her contract year, the insurance coverage will continue until the end of the contract year (July 31 for employees on year-round schedules, Aug. 31 for employees on traditional schedules, and June 30 for employees on fiscal year schedules) effective July 1, 2001.
    7. Employees who are eligible for Medicare benefits and continue their employment with the District will have the District's insurance as their prime carrier.  Employees should enroll in the Medicare Program during the first available enrollment period, preferably three (3) months prior to becoming eligible.