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If within those things you do not find your answer than I would recommend that you contact whoever handles your short term disability and ask them your question. Most companies outsource their short term disability services so it is very important that you call the number that was provided to you on the short term disability letters in order to get to the right place.
They should be more than able to answer your questions. You should not rely on what you may think are the experts because every plan is different and I would hate for you to be in the position of having asked for advice and given wrong information.
Good Luck! That's usually true for short term scenarios. If you had quit the job, you wouldn't have received any aid, so quitting "later after your time off" or not returning when you said may disqualify you for that specific short term plan. A few people I know didn't apply for short term aid because they sort of knew deep down they wouldn't go back to work for a while and they didn't want to commit. It's a common scenario and the program can't pay for everyone who doesn't go back to work.
Read everything and all the small print and speak to a rep from Cigna. Good luck! I don't know anything about Cigna specifically, but you will absolutely have to pay back disability if you don't return to work, unless you become totally disabled and are unable to return due to medical reasons.
ST and LT disability are to replace your income while you are away from your job. If you don't have a job, there's no income to replace. That may be true. That's why companies get so ticked when a new mom returns to work for a few weeks and then resigns! Look into FMLA unpaid leave if you need to extend you leave. No pay but your job will be held until you return. Good luck. I don't know about Cigna. I recently quit my job after my maternity leave, I had paid short term disability with The Hartford.
I did not have to pay any back from my benefits. I would ask your benefits administrator. You can take up to 6 months off unpaid and your company must hold your job or equivalent position for you. It depends on the size of your company I think for companies 50 employees or more. I hope this helps. COngrats on your little girl. I was only granted short term disability for 6 weeks after delivery by Cigna. Apparently being a paramedic and pregnant doesn't qualify as a disability.
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I would also think that would be Long Term Disability, in which the requirements are stricter. If your doctor's think you can't perform the work, then maybe see if the doctor's office can work with Cigna to see what can be done. Otherwise, I'm honestly not too sure. The good news is that you can go find another job that would allow you to sit at a computer or answer phones or something, thus not lifting anything at all.
This question really doesn't give anyone enough information. This sounds like a precautionary restriction since it was given to you well before ten weeks. I can think of a fair few issues that could cause you to have restrictions that early but you just don't say. The thing is anyone can nag their OB into giving restrictions, Cigna only has to respect those that are medically necessary. If yours is not medically necessary there is no appeal process, you need to start looking for a desk job.
I hate to be an alarmist but you also need to realize that six months is well beyond the limits of FMLA which means they do not have to hold your job either. My advice is look for another job because this one is going to be gone and I doubt your appeal will be successful. Perhaps if you give us more information we can be more helpful. FMLA is the law that governs family leave. An employer is only required to hold a job for 3 months. After that an employer can hold your job but is not required by law.
That three month leave, on a Federal level, is unpaid. It isn't that you can't work, it's only that you can't lift more than 25 pounds. They only have to provide you with a job that's equal in pay and status to the one you currently have if such a position exists and is in need of being filled.
They are NOT required to create such a position. They are NOT required to simply remove some of your job requirements for your current job, meaning if your doctor has restricted you from lifting more than 25 lbs, then you're unable to do your entire job. That does NOT mean you are disabled. Pregnancy is not a disability, and that's why Cigna denied a short term disability claim.
You CAN work, you just can't work a job where you lift more than 25 lbs. And frankly they did the right thing in denying that claim. You're not going to win an appeal. If you're used to lifting and doing all of your job requirements daily then I'm actually very surprised that all of a sudden your doctor would put you on a restriction like that unless you have an actual problem and have a high risk pregnancy.
You really need to talk to your doctor and have them talk with the doctors at Cigna, and work things out with your employer. If that's not possible or you're unwilling, then it's time to find a new employer. It required heavy lifting which I couldn't do, but I had help in that area. The main requirement was climbing ladders that reached the ceiling in order to put stock shipments away, rearrange stock shipments, and to obtain stock for customer purchases.
The ladders were old and rickety with wheels on them. Per company policy I was not allowed on those ladders while pregnant. Therefore, I had to find another job. Climbing those ladders was part of the job no matter what the position was. I had no disability claim to make. Oh well. You're in the exact same position.
Your job cannot go against a Doctor's restriction. However, if your job really does require you to lift lbs and that is stated in your formal job description, I am not sure that they have an obligation to provide you with work that meets your accomodations.
It sounds like you have already applied for STD and been denied. I do not know what your actual job is and in what industry so I cannot give insight there. While I understand that you did not ask to be put out of work, you DID come back to your employer and tell them that you can no longer perform the requirements of your job. Depending on what kind of job this is, they may not have any light duty work for you to do. I think that you need to call the New Jersey State Labor Board to find out if your job could do that.
They have to have some sort of jobs that would not require lifting, answering phones, doing paper work, sweeping up or cleaning, something to keep you working. As for the claim on the insurance I can't imagine that you could get any sort of disability for being pregnant since it's a choice As a last resort their are state programs that can offer some assistance, I know they won't be near enough though. But at least you wouldn't be going hungry if you got food stamps to help with the grocery bills.
I agree that perhaps finding another job would be a good thing to consider. I can say that I know of several people who have been pregnant and left for maternity leave when they had the baby. When they called after their 6 weeks off some didn't have a job to go back to because they had to hire someone to take their place and they were doing a good job so they couldn't just fire them too. One came back, had the infant in a child care setting but when she went to check the schedule for the next week's work she was on the night shift, 11pm-7am.
She told them she had to work her regular days due to child care and none took babies during those nighttime hours. They said take it or leave it. They did not have to return her to the same job, shift, or anything.
She chose to get pregnant and leave work. She tried to find child care and could not so she had to quit. Since "she" quit she could not draw any benefits due to being out of work. Another friend got off to have her baby and they told her she could have her job back when she was ready.
It was a call center open 24 hours per day. When she came back to check the schedule they too had put her on an evening schedule from 6pm-2am.
No child care for her either. So even if they worked with you the job you'd be coming back to might not be the one you left or even the shift you need or anything. Finding another job that would be temporary until you deliver might be something that would work for the interim until you can seek full time employment. When I was pregnant with my first I did a pretty heavy duty job myself that required a lot of lifting of huge glove boxes etc like 50lbs.
I just asked someone to help me during my pregnancy. Now I had to do a ton of driving, sitting, standing, walking etc, that part I had to do bc that was the job. But the lifting, they knew immediately I would not be doing. Can they assign you a helper? I would just go tell them that the claim was denied and ask what can be worked out so you can do the best job possible. At 7 months, I was assigned a person with me full time until I delivered, she was the person I was training to take my spot while I was out on maternity leave, I just never went back ; I think they can work with you bc pregnancy is a short term situation and everyone knows some accommodation must be made on a very physical job.
I would just talk it through with my boss and go from there and assure them that other than the lifting you are ready and able to work : Wish you the best!
I would dispute the denial with Cigna. What is their reasoning? Contact Cigna and follow their disputing process. I think their issue may be the the doctor didn't say you couldn't work but your employer did. Another thought would be since your doctor didn't take you out and your work is taking you out, can you apply for unemployment on the premise that they are temporarily laying you off? They are only obligated to provide light duty for work-related injuries.
This time allows new mothers to rest, recuperate, and heal after delivery. It also provides extra time to organize your home, look for the right daycare , and prepare to return to work. Most families are eligible for 12 weeks of unpaid parental leave, but few families can afford to go 12 weeks without an income. The average physical recovery time for a vaginal birth is six to eight weeks six weeks to a year for a C-section , so you need a lot of that time to heal and bond with your new baby.
Returning to work too soon can also take a toll on new parents. For all these reasons, applying for short-term disability for parental leave is a smart choice. Using short-term disability insurance for parental leave is standard practice, as pregnancy is considered a preexisting condition. Many policies also specifically address parental leave. Each plan will explain how much time off is offered, which can vary depending on birth circumstances. FMLA refers to the Family and Medical Leave Act, which provides some employees with up to 12 weeks of unpaid, job-protected leave per year.
But how does it compare with short-term disability insurance SDI? FMLA provides up to 12 weeks for families who have recently had a child. It also requires that their group health benefits be maintained during the leave. FMLA can be used in the following circumstances:. Employees are eligible for leave if they have worked for their employer for at least 12 months, for at least 1, hours over the past 12 months, and at a location where the company employs 50 or more employees within 75 miles.
Whether an employee has worked the minimum 1, hours is determined according to Fair Labor Standards Act principles. There are exemptions to the law related to company size, length of employment, and level of income. Companies with fewer than 50 employees are not eligible for FMLA. Similarly, employees who have worked with a company for less than 12 months or who make income in the top 10 percent of wages are generally not eligible for FMLA. So, for instance, you could take four weeks, which would leave eight weeks available for your partner, or vice-versa.
Short-term disability insurance, on the other hand, does not apply to both parents simultaneously. SDI can be taken for 12 weeks, but it can also be taken for up to six months. This depends on your individual company and its specific policy. Another key difference is that if SDI is provided by your employer, it is paid leave. Typically, this amounts to between 40 and 80 percent of your usual take-home pay.
Because it is paid, SDI may also be subject to income tax. Benefits may also depend on whether this is your first or second birth. You should also ask questions about any policies and restrictions for using vacation or sick time along with unpaid time. Many companies require employees to use vacation or sick time before unpaid leave kicks in.
Finally, you will also want to find out who pays your premiums when you take leave. The earlier you can reasonably begin planning, the better. Speak early on with your HR representative to learn the details of your benefits, as well as other parental leave options such as unpaid time off.