Glossary: FMLA

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Supplemental Disability	Employee-paid Income replacement plan for an employee who is unable to work due to pregnancy/childbirth, disabling injury, or illness. To be eligible to receive benefits, the employee must be under a doctor's direct and continuous care. If the disability is not work-related, benefits from this plan are coordinated with benefits from Short-Term Disability. After the waiting period is met, the plan, combined with all other sources of disability or retirement, pays 70% of the employee earnings up to $10,000 a month, for up to 12 months of temporary disability. If the employee is still disabled after 12 months, the employee may be eligible for plan's provision that pays long-term disability benefits. Note: UC does not participate in the employee-paid California State Disability Insurance (SDI) plan because the UC offers its own plans to employees.
Spouse	A husband or wife as defined or recognized under state law for purpose of marriage (domestic partner – see applicable contract or policy).
Short-Term Disability	Income replacement for an employee who is unable to work due to a pregnancy/childbirth, disabling injury, or illness. UC pays the premiums and coverage is automatic. To be eligible to receive benefits, the employee must be under a doctor's direct and continuous care and the illness or injury must not be work related. After the waiting period is met, the plan pays 55% of the eligible earnings, up to $800.00 a month maximum for up to 6 months.
Serious Health Condition	According to federal regulations, is an illness, injury, impairment, or physical or mental condition that involves: Inpatient care in a hospital, hospice or residential medical care facility, including any period of incapacity related to inpatient care, or any subsequent treatment in connection with inpatient care; Any period of incapacity for three consecutive calendar days or longer that also involves treatment two or more times by a health care provider; Any period of incapacity for three consecutive calendar days or longer that also involves treatment by a health care provider and a regimen of continuing treatment under his or her supervision; Any period of incapacity due to pregnancy or prenatal care; Any period of incapacity due to a chronic serious health condition which is under the supervision of a health care provider; Any period of incapacity which is permanent or long term due to a condition which treatment may not be effective. A serious health condition does not include minor illnesses, such as the common cold, flu, earaches, upset stomach, or routine dental problems, orthodontic treatments, or periodontal disease. Of course, complications, if they arise, could convert a minor illness into a serious health condition. If you have a question about whether a particular illness or injury qualifies as a serious health condition, please contact your Department Personnel Manager, Employee Relations Consultant, or the Academic Personnel Office. The medical certification provision that an employee is “needed to care for” a family member encompasses both physical and psychological care. It includes situations where, for example, because of a serious health condition, the family member is unable to care for his or her own basic medical, hygienic, or nutritional needs or safety, or is unable to transport himself or herself to the doctor, etc. The term also includes providing psychological comfort and reassurance, which would be beneficial to a child, spouse or parent with a serious health condition who is receiving inpatient or home care. The term also includes situations where the employee may be needed to fill in for others who are caring for the family member, or to make arrangements for changes in care, such as transfer to a nursing home.