University-Provided Benefits

Continuation of Benefits While on Workers' Compensation Leave

ISU benefits (sick time off, vacation time off, health insurance, etc.) accrue normally for persons on modified duty or who are supplementing, but do not accrue when an employee elects to receive workers’ compensation payments only. These employees are considered on leave without pay (LWOP) and will not accrue benefits and the date of merit review may be affected.

Payment of Regent institution's share of employee health insurance

  • An employee on  leave without pay is notified by the institution's Benefit Office that the employee must pay by check for their portion of the medical insurance payment
  • The Family Medical Leave Act (FMLA) requires the institution to continue paying the institution's portion of an employee's medical and dental insurance for 12 weeks following the notification of a serious health condition. (Note: An eligible employee is defined as an employee who has been employed at the institution for at least 1,250 hours over the previous 12 months.
  • ISU has an established procedure to pay an employee's medical and dental insurance for four  months (16 weeks) from the date of injury. The 12 weeks of FMLA and the 16 weeks are counted concurrently. (Allowing 16 weeks is designed to get the employee through the qualifying period forlong term disability .)
  • If the employee chooses not to supplement (Election of Work Comp Only on the P-28 questionnaire ), ISU’s share of the personal health insurance premium will be paid for four months from the date of injury. At the end of the four-month period, the employee may continue health insurance coverage by paying the entire premium (both ISU and the employee’s share). If the employee is supplementing and the employee’s accrued time off has been exhausted ISU’s share of the personal health insurance premium will continue to be paid for four months from the date of injury. At the end of the four-month period, the employee may continue health insurance coverage by paying the entire premium (both ISU and the employee’s share).

Family Medical Leave

The Family Medical Leave Act requires ISU to continue paying the university's portion of an employee's medical and dental insurance for three months (12 weeks) following the notification of a serious health condition.

When an employee misses more than three (3) consecutive work days, whether work-related or not, the department should notify the employee of FMLA rights. Questions concerning FMLA should be directed to Employee/Labor Relations office of University Human Resources at 515-294-8917.

A physician-signed Work Status Report will serve in place of FMLA Medical Certification. Departments are to accept the Work Status Report as verification of need for absence when the work-related injury does not permit the employee to work and the absence is an FMLA event. The intended duration of the absence will coincide with the next medical appointment as indicated on the Work Status Report.

In some cases, an employee may re-qualify for FMLA (12 weeks per calendar year, etc.) if the FMLA count goes into a new FMLA year.

FMLA Job Aid

Long-Term Disability

Long-term disability status may be approved after 90 days of continuous sickness or accident disability or the expiration of accrued sick time off, whichever is later. However, employees do not have to wait until all vacation and sick time off has been exhausted to apply for long-term disability. Departments can assist employees with this process by either notifying University Human Resources directly when an employee has been on any medical leave for one month. This action will allow the University Human Resources/Benefits Office to provide the employee with an application for long-term disability in a timely manner.