Short term disability
The Short-Term Disability policy provides eligible employees with leave for a personal health condition that is a non-work related illness, injury, impairment, physical or mental health condition.
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Paid Short Term Disability Leave is available for up to 26 weeks, subject to meeting the policy eligibility requirements for paid leave. Short-term disability is paid via Microsoft payroll at 100% of base pay for 8 weeks followed by 75% of base pay for 18 weeks, upon approval from Prudential.
- If you are unable to work and do not meet eligibility requirements for paid Short-Term disability leave, you may still be eligible for unpaid Short-Term Disability Leave.
- Hourly/non-exempt employees may substitute granted paid vacation, HHTO, or floating holiday time during unpaid STD leave.
- Salaried/exempt employees may substitute HHTO, but DTO may not be used during any part of a STD Leave.
- If your health condition prevents you from working full time but you are able to work part time, you may be eligible to take Short Term Disability Leave on a reduced or intermittent basis (often referred to as a partial LOA). When taking intermittent or reduced schedule leave, 26 weeks of leave is calculated by the day or hour. For example, full-time employees taking Short Term Disability Leave on an intermittent or reduced schedule basis will have up to a maximum of 1040 hours of leave time (26 weeks x 40 hours per week = 1040). The three options are:
- Continuous Leave: This leave schedule is appropriate for individuals who will not work at all during the designated leave period.
- Reduced Schedule Leave: Typically, this leave schedule is appropriate for individuals where the need for time off is predictable. For example, you can work 3 days per week or 4 hours per day.
- Intermittent Leave: Typically, this leave schedule is appropriate for individuals who cannot forsee when they will need time off, and their need for leave fluctuates. For example, you take two weeks of STD leave followed by two weeks of full-time work, and two more weeks of STD leave.
- You may also use a combination of continuous, intermittent and/or reduced schedule leave, situation permitting.
Applying for short-term disability
Employees are asked to apply for leave 15 days in advance, when feasible. However, we realize that this is not always possible. For urgent leave requests, you simply need to initiate your leave application in the LOA tool and complete the process with Prudential within 15 days from the start date of your leave. A Benefits Business Partner will be assigned and will assist you throughout the duration of your leave. For more information regarding the application process, pleas review the Prudential STD guide.
Initially, STD leave will be marked as unpaid while pending determination from Prudential. Upon approval from Prudential, we will approve as paid STD for the duration approved. Any updates to STD pay are paid during the normal Microsoft payroll cycle, within one to two pay periods depending on timing of pay approval.
If you are pregnant, short-term disability is available for 14 days before expected due date, without the need for medical certification. Please see more information below.
After you exhaust your Short Term Disability Leave, you may be eligible for long-term disability leave. Long-term disability leave provides income replacement if you are disabled due to illness or injury for a period longer than the 26 weeks.
Microsoft will follow any and all specific leave and time off requirements for state and local laws. In most instances, Microsoft's existing family and medical leave programs exceed what states require.
Applying for short-term disability if you are pregnant
If you are pregnant, you can take Short-Term Disability Leave up to 14 days in advance of your anticipated due date without submitting medical certification of inability to work.
You can also apply for Short-Term Disability Leave if you have complications prior to the birth of your child and require more time off than the 14 days provided. To do so, you must meet standard eligibility requirements for Short-Term Disability Leave, which includes submitting medical certification that pregnancy-related complication make you unable to work.
Note If you choose either of these options, submit your request for short-term disability first in the tool, then apply for maternity disability leave and/or parental (bonding).
If you receive approval for Short-Term Disability Leave and the child is not born on the expected due date, you will remain on approved Short-Term Disability Leave until the birth, but you are required to notify your Leave Advisor so that your leave can be extended. Likewise, if you deliver your baby earlier than anticipated, you must notify your Leave Advisor so that they may close your Prenatal Leave of Absence and adjust the dates to approve Maternity Leave.
The day before your child's date of birth (DOB), your Short-Term Disability Leave will end, and your maternity disability leave and/or parental (bonding) leave will begin on the actual DOB. To ensure that your leaves are properly confirmed and approved, please reach out to your dedicated Leave Advisor and provide your baby's DOB and name.
The Family and Medical Leave Act (FMLA) may also help with specified medical and family reasons.
All regular employees can apply for paid and/or unpaid Short Term Disability Leave. This is not an enrolled benefit plan.
Interns and other classified "t-" are not eligible to take leave under this policy, but may be eligible to take unpaid time off for family or medical reasons under the Family and Medical Leave Act (FMLA) or other applicable state law including the Microsoft Washington Voluntary Paid Family & Medical Leave Plan.
To review the detailed criteria required for paid and unpaid Short Term Disability Leave, refer to the short-term disability leave of absence policy.
Call Prudential at (877) 673-8562 (Option 1) for questions about the Prudential paperwork and application process.