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HAVING A BABY

SHORT TERM DISABILITY PAY

NON-EXEMPT/HOURLY
• Days 1-7 (week 1) elimination period (use PTO if available, otherwise unpaid)
• Days 8-42 (weeks 2-6) paid at 100% by STD benefit if natural birth; OR
• Days 8-56 (weeks 2-8) paid at 100% by STD benefit if delivered via cesarean

EXEMPT AND RESEARCH ASSOCIATE B'S
• Days 1-14 (weeks 1-2) elimination period funded by the department
• Days 15-42 (weeks 3-6) paid at 100% by STD benefit if natural birth; OR
• Days 15-56 (weeks 3-8) paid at 100% by STD benefit if delivered via cesarean

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WHEN TO FILE FOR SHORT TERM DISABILITY

When you are prepared to file for short-term disability benefits – 4 weeks prior to your due date, or immediately if you are taken out of work by your Dr. due to a medical complication of the pregnancy, please contact our Disability Administrator, Liberty Mutual, at 800-213-1531 and notify the Benefit Office, Disability Leave Administrator, if you are taken out of work prior to the baby’s arrival. Maternity, [Disability Leave] commences on the day of the baby’s birth, as that is the disabling event which qualifies you for disability benefits, any time off taken prior to the baby’s arrival, not medically supported due to a complication of the pregnancy, does not qualify as part of the disability / maternity leave benefit.

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PARENTAL LEAVE BENEFIT

The College provides an additional two week paid benefit, to benefit eligible employees, unrelated to your short-term disability benefits managed by Liberty Mutual, called parental leave that provides an additional two weeks of pay replacement at 100% of your pre-disability pay. Parental Leave may be added on at the end of your 6 or 8 week disability leave for a total of 8 or 10 weeks of paid maternity leave benefits, which most new mother’s elect to do, or you may break up the two weeks of parental leave over the next 12 months, in whichever way works best for you and your family.  The baby must have been born

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FEDERAL FAMILY MEDICAL LEAVE ACT (FMLA)

The Family Medical Leave Act (FMLA), is a federal law that provides job and benefit protection for certain qualifying leaves of absence. If you are a qualified employee under the FMLA, meaning that you have worked for Dartmouth College for at least one year and worked a total of 1,250 in the previous 12-month period prior to the commencement of the leave, Dartmouth provides up to 12 weeks of protected leave. Dartmouth College policy is that FML runs concurrently with your short-term disability leave, and continues for any additional time taken after the period of short-term disability has concluded, including any time taken as parental leave, vacation or personal time, or as unpaid. If your FML begins with a claim for short term disability, you will not need to complete a separate FML application or medical certification. 

For more information on FMLA click here.

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OTHER CONSIDERATIONS

Arrangements for returning to work after your maternity leave need to be made, in advance, of your leave including: your return to work plan, paid and unpaid time, or resuming a part-time schedule prior to returning to a full-time schedule. Requests made after the maternity leave has started may be denied.

If you plan to add the baby to your Dartmouth College Cigna Health Plan you may log-in to FlexOnline, within 30 days of the baby’s birth, and add the baby onto your health plan. If you plan to add the baby to another health plan please check with that employer and/or carrier regarding their enrollment process or needed form to be completed.

If the baby will be cared for by a day-care provider whether that be a privately employed caregiver or a licensed day care program please review the Dependent Care Flexible Spending Account (DCFSA) benefits available to you through the College’s benefit package. Note:  You may NOT contribute to a DCFSA while you or a spouse is not working (i.e. short term disability leave, maternity leave, parental leave, unemployed, etc.)

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WHAT DOES MY DARTMOUTH PLAN COVER?

When you obtain in-network services through your Dartmouth Cigna plan, your plan will cover the following maternity related medical services:

SERVICE

OAP

CCF

HDHP

Initial visit to confirm pregnancy

$20 copay

$30 copay

90%^

Office visits by OBGYN or Specialist (in addition to Global Maternity Fee)

$20 copay

$30 copay

90%^

Breast Feeding Equipment/Supplies

  • Limited to rental of one breast pump per birth as ordered or prescribed by physician 
  • Includes related supplies

 

 

100%

 

 

100%

 

 

100%

Global Maternity Fee

90% ^

90% ^

90^

Delivery Facility (Inpatient Hospital, Birthing Center)

90% ^

90% ^

90^

^ Once the plan's annual deductible is met, you then pay a percentage of the cost.

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HELPFUL RESOURCES

  • Human Resources Benefits Office - Dartmouth College 603-646-3588
  • Liberty Mutual, at 800-213-1531
  • Women's Health Resource Center (WHRC): Is a community service of Dartmouth-Hitchcock Medical Center located on the mall in Lebanon, NH.  WHRC educators are available to answer your questions about childbirth preparation, postpartum care, and breastfeeding issues. They can help you find resources in their lending library, classes and support groups and their on-site boutique and the community. Visit their web page for more information http://www.dartmouth-hitchcock.org/womens_resource_ctr.html
  • Interested in Prenatal Yoga? The Ancient Healing Arts Yoga Studio located on the mall in Lebanon, NH offers Prenatal Yoga and Yoga for babies and their caregivers classes. Visit their web site for specific dates and times http://ahayoga.com/. In Hanover, the Mighty Yoga, also offers prenatal yoga please visit their web site for specific class days and times http://www.mightyyoganh.com/schedule/

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Last Updated: 8/6/18