AD&D Plan
Adoption Assistance
Counseling
Delta Dental and VSP
Vision Plan
Delta Dental and VSP
Vision Plan: GA/Fellow
SEBF Dental and Vision Plan
Discounts - SU Faculty
and Staff
Flexible Spending Account:
Dependent Care
Flexible Spending Account:
Health Care
Home and Auto Insurance
Leaves, Faculty
Leaves with Pay, Staff
Leaves without Pay, Staff
Life Insurance Plan
Long-term Care Insurance
Long-term Disability Plan
The Standard
Medical Plan & Prescription
Drug Options for Employees
and GA/Fellow
Paid Time Off
POMCO
Retirement Plan/TIAA-CREF
Tuition Benefits: Dependent
Tuition Benefits: Remitted

Benefits

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Long Term Disability (LTD) Plan - The Standard

The voluntary Group LTD Plan is designed to pay a benefit in the event that an eligible employee cannot work because of a covered illness or injury. The Plan provides that a portion of covered income is replaced and paid directly to the disabled employee.

• The Standard will pay 60 percent of your insured pre-disability earnings (reduced by deductible income from other sources such as Social Security or Worker's Compensation) while on an approved disability following a six month waiting period.
• Because premiums are being paid with after-tax dollars, the benefit is not subject to federal tax.
• The minimum monthly benefit is $100 and the maximum benefit is $12,000.

Exempt Employees

Syracuse University currently provides long term disability benefits to exempt employees through its Salary Continuation Plan.

• For Salary Continuation Plan benefits to be paid beyond 12 months, you must, among other things, receive a Social Security Disability Award (SSDA) by the end of your first year of disability. (Note, it can be difficult to obtain an SSDA within the 12 month window).
• If you do not receive an SSDA and you are not able to return to work after one year of disability, then you are no longer covered under any salary continuation plan from Syracuse University.
• If you do receive an SSDA before the end of your first year of disability, the University's Salary Continuation Plan will pay 50 percent of your base annual salary, minus your SSDA and certain other reductions. Generally, earnings from the salary continuation plan are completely taxable.

Under the voluntary LTD plan

• The voluntary plan pays 60 percent of your pre-disability earnings after the six month waiting period (reduced by any deductible income and subject to plan limitations). These earnings are completely non-taxable.
• The definition of disability does not rely on qualifying for an SSDA.
• Benefits under the University's Salary Continuation Plan are reduced by benefits paid under the voluntary LTD plan.

Non-Exempt Employees

Non-exempt employees are covered by New York State Statutory Benefits (if eligible, supplemented by SU) for short term periods of disability up to 26 weeks. If you are disabled and unable to work for longer than 6 months, any earnings coming from SU will cease.

Under the voluntary plan you will begin receiving 60 percent of your pre-disability earnings after the six month waiting period (reduced by any deductible income and subject to plan limitations). These earnings are completely non-taxable.

Contributions

Monthly premiums are determined by multiplying monthly gross pay by the rates below and dividing by 100.

2009 LTD Rates
Age	Cost/Hundred Per Month
Under age 30	$  .20
30 through 34	$  .24
35 through 39	$  .30
40 through 44	$  .44
45 through 49	$  .66
50 through 54	$  .96
55 through 59	$1.24
60 through 64	$1.29
65 through 69	$1.37
70 through 74	$1.77
Age 75+	$2.70

For example, an employee age 43 with an annual gross pay of $40,000 would have a monthly premium of $14.67 ($40,000 / 12 * .44 / 100).

Helpful Links

• Medical History Statement
• New York State Statutory Benefits
• Salary Continuation Plan
• The Standard

Questions? Contact the HR Service Center at 443-4042 or e-mail hrservic@syr.edu.

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The web pages summarize your Syracuse University benefit options. Every effort has been made to ensure this information is accurate. However, the programs are governed by legal documents and insurance contracts. If there is any difference between the information on these web pages and the official documents and contracts, the official documents and contracts will rule. Our benefits are governed by current laws and operated according to Internal Revenue Service (IRS) regulations. We will notify you if changes in plans are necessary to comply with the law or with IRS regulations.

Employees electing to participate in the SU benefit plans are bound by the terms of the governing Plan documents. If you have any questions regarding the plans, you may request a copy of the Plan document from the Plan Administrator by contacting the HR Service Center at the number indicated at the end of this page.

As is the case with all benefits offered by SU, (1) the Plan Administrator has the discretionary authority to interpret the terms of the Plan and such interpretation will be binding on all interested parties to the fullest extent permitted by law, and (2) the University reserves the right to modify or terminate the Plan at any time.