STD continuation and termination

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PostPosted: Mon Aug 16, 2010 9:29 am   Post subject: STD continuation and termination  

I've been working with a single organization for the last 10 years. Since the last 3 years that I got diagnosed with Multiple Sclerosis, I've been placed on and off STD through the progression of MS.



I'm now on STD and my employer wants to go for a work force reduction. The medical treatments concerning MS are now costing me around $6,000 a month, and now I can't really afford any COBRA payment. I'm really scared (though I'm on disability) as to whether my company can stop my medical benefits now?


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foliocurtrussel
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PostPosted: Tue Aug 17, 2010 6:35 am   Post subject:   

Well, I'd like to have some more information from you. I'd like to know the duration for which you're on STD. Also, please tell me if you have an LTD policy. If you have it, when are you gonna apply for it?

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PostPosted: Wed Aug 18, 2010 8:52 am   Post subject:   

I have been paying for LTD coverage till I got diagnosed with MS. I'll have my disability benefits for about 6 months after which I'll need to get LTD. I used to believe that my employment would still be there when I'd be on STD for a period of 6 months (along with my medical benefits in full).


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foliocurtrussel
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PostPosted: Thu Aug 19, 2010 4:05 am   Post subject:   

I'm very confused by your answer, which might be a result of your confusion over the matter. Getting group LTD coverage is a matter of getting a job, and if MS is preventing you from working, then you aren't going to get a job, and as such aren't going to get LTD coverage.



What exactly does "I have been paying for LTD coverage till I got diagnosed with MS" mean? You had a vulontary LTD program at work and stopped paying for it once on short term disability?



Health insurance benefits are a completely different consideration. You may be able to qualify for medicaid in the not so distant future. If you are on claim, then you are still on payroll, meaning you should still have benefits. Now, if the company is trying to terminate you due to the situation, that'll end benefits. That's a tough situation to be in. You could call your state department of insurance and look for benefits for someone in your situation.

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PostPosted: Thu Aug 19, 2010 7:10 am   Post subject:   

See, I have this union job that's quite stressful. I had been disabled for 3 weeks. There after I resumed and was surprised to know of the pending layoffs. I couldn't bear this stress and went back to hospital for a short while. My layoff notice was served within a couple of days. My doc suggested that I be kept out for an entire STD maximum (which was for 6 months) and to begin with LTD. This was done to ensure that I be trained again for any job that was feasible.



I don't wanna depend on SSD, I'm sure I could retrain for a new opening. I'm simply looking forward to my disability benefits (and medical benefits) to support me through my training period. Seeking your guidance.


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foliocurtrussel
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PostPosted: Fri Aug 20, 2010 6:21 am   Post subject:   

I think almost all LTC policies would help in retraining. If you go back to work they'd be relieved. I understand your health insurance concern. You may consult an agent regarding your health insurance options.



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PostPosted: Sat Aug 21, 2010 10:25 am   Post subject:   

Yes , by going back to work you're actually lowering your carrier's obligation.


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PostPosted: Wed Sep 01, 2010 1:56 am   Post subject:   

Quote:
I think almost all LTC policies would help in retraining




I hope this is a typo on Sil's part, and was supposed to be LTD. Long Term Care (LTC) insurance never pays for "retraining".


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PostPosted: Tue Nov 30, 2010 7:15 am   Post subject: std termination  

if u have std for 6 mos, have u checked into your employer's FMLA benefits? some employers apply the 12 weeks on a callender year basis and others use a "rolling" calender year. fmla helps protect your job.not sure if you know what fmla iis since u haven't mentioned it. if you haven't used any time off claiming fmla. get the proper form from human resources probably.each company is different. have your dr. fill out his/her sections, fill in your part and give it to whoever is handling your std. 6mo std is very generous, so if you haven't used any fmla, that's another 12 weeks to protect your current position. there's more but no room


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PostPosted: Thu Nov 03, 2011 7:25 am   Post subject:   

Quote:
have u checked into your employer's FMLA benefits? some employers apply the 12 weeks on a callender year basis and others use a "rolling" calender year


This is entirely inaccurate. Employers do not "choose" how to administer the Family and Medical Leave Act (FMLA). The law simply states that an employee working for a company with 50 or more employees may take up to 12 weeks of "unpaid, job-protected leave" in a 12-month period.



It also has absolutely nothing to do with a person being disabled for 6 months or longer.


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