What is the Disability Insurance (DI)
Plan?
The Disability Insurance (DI) Plan
was designed in 1970 by Public Service management and bargaining
agent representatives, in consultation with the National Joint
Council (NJC) of the Public Service of Canada, to provide income
protection arrangements for Public Service employees.
The Plan provides for a monthly
income benefit for employees who are unable to work for a lengthy
period of time because of a totally disabling illness or
injury.
The Plan is underwritten and
administered by Sun Life Assurance Company of Canada, hereafter
referred to as the Insurer.
A Board of Management for the DI
Plan has been established under the auspices of the NJC. The
Board is composed of a chairperson appointed by the NJC, four
employer side members, and four bargaining agent side
members.
The Board is responsible for
considering and making recommendations to the NJC on matters such
as the financial integrity of the Plan, eligibility rules, Plan
design and premium rates.
The Board has also assumed the
responsibility for making recommendations to the Insurer on
disputed claims and membership situations under the
Plan.
The complete terms and conditions of
the Plan are set out in a contract of insurance between the
Treasury Board, represented by the President of the Treasury
Board, and the Insurer. IN ANY CASE OF CONFLICT BETWEEN THIS
BOOKLET AND THE INSURANCE CONTRACT, THE TERMS OF THE CONTRACT
SHALL PREVAIL.
Membership and
Coverage
Who is
covered by the Plan?
The Plan covers persons for whom
Treasury Board is the employer, and who are represented in the
collective bargaining process. Represented employees of a number
of designated agencies and corporations also participate in the
Plan.
Generally speaking, new employees
hired on a full-time or part-time basis are covered automatically
under this Plan. A full-time employee means a person whose
assigned hours of work equal the normally scheduled hours of work
for a full-time employee employed in the same occupational group.
A part-time employee means a person who is assigned to
work more than one third of the normally scheduled full-time
hours for his or her occupational group.
Membership is compulsory if you are
employed as described below:
- for an indeterminate period,
membership is compulsory from the date of
appointment;
- for a term of more than six months,
membership is compulsory from the date of
appointment;
- for a term of six months or less,
membership is compulsory from the date you have been continuously
employed in the Public Service for a period of at least six
months;
- as a seasonal employee, membership
is compulsory once you have completed six months of continuous
active service in any one season. If you continue to be employed
on a seasonal basis, coverage continues during subsequent
seasons, but is not in force during off-seasons unless you are
engaged in some other eligible employment in the Public
Service.
Note:
If you are absent due to illness on
the day your insurance would otherwise become effective, your
insurance coverage will be postponed until you return to regular
active duty.
Who is not
covered by the Plan?
You are not eligible to participate
in the Plan if you are:
- an employee locally-engaged outside
Canada;
- employed in a managerial or
confidential position excluded from collective
bargaining;
- a part-time employee whose assigned
hours are one third or less of the normally scheduled full-time
hours of work for your occupational group;
- an employee who has attained 64
years, 9 months of age (such an employee cannot qualify for
benefits in the event of a disability).
How much
will I pay for coverage?
Each month, you will contribute a
specified amount for each $250 of your annual salary (adjusted to
the next highest multiple of $250 if it is not already a
multiple). This adjusted amount represents your 'insured
salary'.
Does my
employer contribute to the Plan?
Currently, your employer contributes
85 per cent of the total premium whereas you are required to
contribute 15 per cent.
How do I
make my contributions?
Your premium contribution is
normally made by payroll deduction but is waived while you are
receiving disability benefits or while you are not receiving pay
from which to deduct a premium such as during any part of an
'elimination period'.
Premiums must be maintained at a
level sufficient to support the benefits paid out under the Plan.
The NJC and the Treasury Board review financial experience under
the Plan regularly to ensure that this is the case. When there is
a need to increase premiums, or an opportunity to reduce them,
employees are advised accordingly. In such reviews, every effort
is made to strike a fair balance between the needs of disabled
employees for reasonable income protection, and the need to
maintain reasonable costs for active employees and the
employer.
Am I covered
during a leave of absence?
Your coverage will continue without
interruption during any period in which you are on an authorized
leave of absence.
If you are on paid leave, the
required premiums will be deducted from your salary in the usual
way.
If you are on a leave of absence
without pay, the required contributions are payable by deduction
from your salary when you return to active duty following
cessation of the leave. If your employment terminates following
the leave, you will be required to pay the outstanding
contributions in a lump sum.
Deductions will be made over a
period equal to the period during which you were on leave. The
amount payable on return to active duty may include both employer
and employee contributions for the period of absence. You will
not be required to pay the employer's share of the premium
for the first three months of any period of leave without pay or
if your department or agency certifies that the reason for your
leave was one of the following:
- illness;
- related to the birth or adoption of
a child and the leave occurs within 52 weeks of the birth or
adoption;
- to undergo training or instruction
that would be to the advantage of your employer;
- to serve with an organization where
the service is recognized as being to the advantage of the
department or to the government;
- to serve with certain types of
commissions or federal agencies;
- to serve with the Canadian Forces;
or
- to participate under a leave with
income averaging or a pre-retirement leave
arrangement.
When does my
coverage terminate?
Your insurance coverage will cease
on the date on which your employment terminates or on the date
that the group policy terminates. If, however, you become totally
disabled prior to these dates, you would be eligible for
disability benefits. If the group policy were to terminate for
any reason after your disability commenced, any benefits for
which you may be eligible will be paid and will continue to be
paid as long as you remain totally disabled.
Disability Insurance
(DI) Benefits
If you become totally disabled,
benefits will be payable once you have expended all your sick
leave, provided that a minimum waiting period has been met. These
benefits are designed to supplement disability income and other
types of income received from sources such as the Public
Service Superannuation Act and disability income under the
Canada Pension Plan (CPP) or the Quebec Pension Plan (QPP). You
will receive 70 per cent of salary in total from all sources for
as long you remain eligible for disability benefits. In the event
of total and permanent disability, benefits may be payable until
the age of 65.
Who is
eligible to receive DI benefits?
You are eligible to receive benefits
for up to 24 months if you become totally disabled (i.e. you are
in a continuous state of incapacity due to illness or injury and
are prevented from performing the duties of your regular
occupation). If, at the end of this 24-month period, you are
unable to perform any commensurate occupation for which you are
reasonably qualified by training or experience, your benefits
would be continued. For the purposes of the Plan,
'commensurate occupation' means one for which the rate of
pay is at least 66 2/3 per cent of the
current rate for your regular position. Thus, if your disability
prevents you from doing your job, and later a commensurate one,
the benefits continue for as long as you remain disabled, but not
beyond your 65th birthday.
You are not eligible for benefits if
your disability:
- is related to a condition that
existed when you became insured (this restriction may be waived,
provided certain conditions are met - you may contact your
compensation specialist for information concerning the waiving of
this restriction);
- arises from commission of a felony,
self-inflicted injury or attempted suicide;
- is the result of injury or disease
sustained on active duty with any armed force, or from active
participation in a riot, rebellion or insurrection;
- results from an act of declared or
undeclared war (this restriction, however, does not apply to
persons who become disabled as a result of such an act to which
they have been exposed by the performance of duties outside
Canada at the direction of the employer).
Note:
If you become disabled, you should
consult your compensation specialist even if you suspect that you
may not qualify for disability benefits.
What are my
obligations with respect to my claim?
While you are receiving benefits,
you must be under the regular care of a licensed physician and
following a course of treatment, which, in the opinion of the
Insurer, is appropriate. In general, you need not be confined
to a hospital.
You must also make every reasonable
effort to return to your employment during the first 24 months of
disability or to obtain employment in a commensurate occupation
at the end of the 24 months of disability.
If you do not comply with these
conditions, the Insurer may withhold or discontinue
benefits.
When do my
benefits commence?
Your benefits begin after an
'elimination period' of 13 continuous weeks of disability,
or upon the expiration of your paid sick leave, whichever is
later.
In most cases, the elimination
period consists of a complete absence from work for a minimum
period of 13 weeks. In certain circumstances, however, periods of
absence due to the same condition for which you are claiming
benefits, which occurred within the year immediately prior to the
initial date of total disability, can be used in calculating the
elimination period. These are special circumstances which must be
referred to the Insurer for a decision on an individual
basis.
If you are a seasonal employee, the
elimination period is applied in a slightly different way because
of your special terms and conditions of employment. You should,
therefore, consult your compensation specialist
for details.
What amount
of disability benefit will I receive if I become
disabled?
If you become disabled, your gross
annual benefit will be 70 per cent of your insured annual salary
on the date of completion of your elimination period. The
disability benefit will be 'offset' by other income that you
receive for the same disability or a subsequent one.
Offsets:
what types of income will be deducted from my DI
benefits?
The following examples illustrate
the most common types of income that would be deducted from your
DI benefits:
- benefits you receive under the
Public Service Superannuation Act (PSSA);
- disability benefits you receive,
other than benefits payable to or on behalf of your dependants,
under the Canada Pension Plan (CPP) or the Quebec Pension Plan (QPP);
- benefits you receive under the
Government Employees Compensation Act, or similar benefits
under a plan of the federal government or any other
government;
- disability benefits paid or
available under another group insurance plan;
- disability insurance benefits
payable under the legislation of any government, such as income
replacement benefits under a no-fault automobile insurance
plan;
- amounts received under a
third-party damage award.
What types
of income will not be deducted from my DI
benefits?
The following are examples of income
that would not be deducted from your DI benefits:
- increases related to the cost of
living under the PSSA, CPP or QPP;
- return of superannuation
contributions where no other pension option is
available;
- benefits received under a purely
private and personal insurance policy;
- severance pay;
- special lump sum payments
associated with employer-sponsored departure incentive
programs.
The treatment of benefits payable
under the PSSA as 'offsets' under the DI Plan is illustrated
on the chart included as an Appendix to this booklet.
If
you cease to be employed in the Public Service, please consult
your compensation specialist prior to opting for a benefit under
the PSSA. Your compensation specialist can advise you on how your
choice of PSSA benefits will affect your monthly DI
benefit. |
If you receive 'other income'
in the form of a lump sum payment in lieu of monthly instalments,
the monthly instalments that you would otherwise have received
will be treated as an offset.
Should you consider your medical
condition to be 'severe and prolonged', you should apply for
CPP or QPP disability benefits and provide Sun Life with
documentation concerning your application.
The Plan provides that if the
medical evidence indicates that you might be eligible for CPP or
QPP disability benefits, Sun Life has the right to reduce your
basic monthly DI benefit by the estimated amount of your CPP or
QPP entitlement. You may defer this offset by agreeing, in
writing, that you will pursue a claim for CPP or QPP benefits and
reimburse the DI Plan for any CPP or QPP benefits that are
ultimately approved. If you have applied for, and been denied,
CPP or QPP benefits but the Insurer thinks you have grounds for a
successful appeal, you would be required to continue pursuing
your CPP or QPP claim until the conclusion of the appeal
process.
If you do not apply for CPP or QPP
benefits when requested to do so, your disability insurance
benefits can be offset by an estimated amount of your CPP or QPP
benefits. This deduction can continue until all avenues of appeal
under the CPP or QPP have been exhausted. Ultimately, if you are
ineligible for CPP or QPP benefits, the amounts previously
withheld would be repaid to you.
Example of a
benefit calculation
-
- Annual salary at end of elimination
period is
|
$44,825
|
- Insured salary (annual salary taken
to next highest multiple of $250) would be
|
$45,000
|
- Gross annual DI benefit is 70% of
insured salary = (0.70 X $45,000), which is
|
$31,500
|
|
$10,000
$ 8,000
$18,000
|
- Gross annual DI benefit
Less other income
Net annual DI benefit
|
$31,500
$18,000
$13,500
|
6. Amount of monthly DI payments
($13,500 ¸ 12) would
be
|
$ 1,125
|
Do
retroactive salary increases count?
This provision applies only to
claimants whose disability commenced on or after March 1,
1993.
Any retroactive salary increase
approved after the commencement date of your DI benefits will
affect your insured salary and benefit level only when the
effective date of the increase precedes the date your DI benefits
began. Therefore, a retroactive salary increase approved in
April, to take effect from February 10, would only be used to
adjust benefits if your DI benefits commenced February 11 or
later.
Are my
benefits affected by changes in the cost of
living?
Your net benefit (i.e. the amount
payable to you after offsets have been applied) will be increased
in relation to the cost of living, up to a maximum of 3 per
cent.
For example, if the cost of living
were to rise by 2 per cent, your net monthly DI benefit of $1,125
would be increased by 2 per cent on the January 1 following the
effective commencement date of your benefits to become $1,147.50.
If the cost of living were to rise by more than 3 per cent per
year, your net monthly DI benefit of $1,125 would be increased by
3 per cent on the January 1 following the effective commencement
date of your benefits, to become $1,158.75. See example
above.
At the same time, your PSSA and CPP
or QPP benefits would also be increased in relation to the rise
in the cost of living. No matter what level of increase you
receive under those plans, that increase would not be included in
the offset against your DI benefits. You would receive the full
benefit of escalation under the other plans.
On January 1 of each subsequent
year, your DI benefit would be adjusted by further increases in
the cost of living to a maximum of 3 per cent. Again, you would
receive the full cost of living increase in your PSSA and CPP or
QPP benefits without offset.
Are my DI
benefits subject to income tax?
If you qualify for benefits under
the Plan, the amount you receive will be subject to income tax.
At the end of each year, the Insurer will send you a form
indicating the total amount of benefits paid to you during that
particular year. The Insurer does not automatically deduct taxes
at source, except in the case of provincial taxes payable by
Quebec residents. If you wish, however, the Insurer will deduct
taxes at source based on the information you provide.
The monthly premiums you pay while
you are employed are not tax deductible from earnings. If you
become eligible for benefits, the total amount of the premiums
you have paid from the time you became a member of the Plan may
be deducted for tax purposes from the amount of the disability
income you received from the Plan. If the total amount of
premiums you have paid under the Plan exceeds the benefits you
receive during the first taxation year in which your benefits
begin, you can carry over the excess amount to the following
year.
Your compensation specialist will
help you determine the amount of premiums that you have
paid.
If you become totally disabled and
have questions concerning non-taxable benefits, you should
consult your District Taxation Office for details.
How do I
submit a claim for DI benefits?
The Insurer is committed to making
prompt and accurate payments of benefits to which you may become
entitled. If you become disabled, and you think your disability
will last long enough to qualify you for benefits, you should
notify your compensation specialist immediately. Your
compensation specialist will provide you with a set of claim
forms that should be completed and received by the Insurer at
least two months prior to the end of the elimination period. The
onus is on you to provide the Insurer with sufficient objective
medical proof of total disability.
You and your doctor must complete
these forms as clearly as possible. Sun Life adjudicates benefit
claims using the medical evidence provided by you and your
doctor. The medical information must be objective and complete,
and the findings must be substantiated to the fullest extent
possible by test results and clinical findings.
Accordingly, you should ask your
doctor to provide a well-documented report that clearly details
the medical evidence supporting his or her diagnosis and
prognosis. If more than one doctor is involved in the assessment
or treatment of your disabling condition, you should ask them all
to supply the Insurer with detailed medical reports. Your doctor
may wish to supplement the information required on the form with
narrative reports.
It is your responsibility to ensure
that your doctor completes the medical report. It is also your
responsibility to make sure that the completed report reaches Sun
Life without delay. The completed forms, with supporting
documentation, should be in the hands of the Insurer two months
prior to the end of the elimination period. Please note that any
omissions or unclear statements could result in a delay in
settling your claim.
The Insurer has the right to request
additional medical information from your doctor, or to arrange
for your examination by independent medical specialists (or other
service providers), as often as may be reasonably required.
Independent consultations allow the Insurer to assess or monitor
the course of a disability to ensure that benefits are not paid
to persons who are not eligible or who have recovered to the
point where they no longer qualify for benefits.
A pamphlet entitled A
Step-by-Step Guide to the Disability Claim Process, which
clearly illustrates how your disability insurance claim is
processed, will be made available to you by the Insurer following
the receipt of your claim.
What if I
cannot manage my own affairs?
You should be aware that, if you
become disabled to the point where you are unable to manage your
own affairs, only a limited number of payments can be made
without a formal court order authorizing a particular person or
agency to act on your behalf. A power of attorney may not suffice
for this purpose.
Rehabilitation
Program
What is a
rehabilitation program?
This is a program designed to assist
disabled Plan members in regaining an acceptable level of
employment. The Insurer has a Rehabilitation Unit whose staff
take an active role in contacting, counselling and assisting Plan
members who may be able to re-enter the work force.
A rehabilitation program may be a
program of vocational training or a period of work for the
purpose of rehabilitation. In either case, it must be approved in
writing by the Insurer. Depending on the circumstances, you may
be able to engage in such a program for up to 24 months from the
end of your elimination period without losing your qualification
for benefits.
A number of alternatives can be
considered such as modifying the duties of your current position
to accommodate your limitations; placing you in a less demanding
job suitable to your capabilities; or modifying the conditions of
work (e.g. working less than full-time hours for the necessary
recovery period). Put into practice, these alternatives may
facilitate your return to the workplace. They must, however, be
approved in writing by the Insurer as meeting the definition of
'rehabilitative employment'. If, while receiving
DI benefits, you feel that you are capable and would like to
participate in a rehabilitation program, you should contact the
Insurer.
How do
earnings from rehabilitative employment or other forms of
employment affect my disability benefits?
Normally, your monthly disability
benefits will be offset by earnings you receive from other
sources only to the point where your total income while working,
together with any benefits you are receiving under the DI Plan,
exceeds the insured salary on which your benefit was
based.
What are my
responsibilities in connection with a rehabilitation
program?
You are required to make every
reasonable effort to facilitate recovery from your disability.
This includes your full participation in an approved
Rehabilitation Program and your acceptance of any reasonable
offer of modified duties that your employer can put in place. You
must also try to retrain for employment in a commensurate
occupation where it is apparent that you will not be able to
return to your regular occupation within the first 24 months that
you receive disability benefits. The Insurer may withhold or
discontinue your benefits if you do not comply with the above
conditions.
What if I
recover but become totally disabled again?
If you received disability benefits,
recovered from your illness, and then became totally disabled
again, the elimination period would be waived if you were back at
work on a regular basis for less than:
- one month, if the two periods of
disability are due to unrelated causes;
- six months, if the two periods of
disability are due to related causes;
- twelve months, if the two periods
of disability are due to the same cause.
General
Information
Can I appeal
the decision of the Insurer?
If, at any stage of your claim,
benefits are not approved and you do not agree with the decision,
you may choose to appeal the decision by providing additional
information to the Insurer. Your claim, along with any additional
information that you submit, will be reviewed at a more senior
level within the Insurer's claim department.
If you disagree with that decision,
there are two further levels of appeal available, as outlined
below.
Level one
You may request that your claim be
reviewed by the Insurer's Group Disability Management Unit
comprised of medical doctors and senior claims analysts. This
group will review all information available to them and may
request, for example, that your condition be evaluated by an
independent medical examiner at the Insurer's expense. You will
be advised of their decision. At this point, you can decide to
accept the decision or proceed to the second level in the appeal
process.
Level two
You may, after receiving the
decision at the first level of appeal, decide to seek another
opinion of the situation. The Plan provides for a second formal
level of appeal, in the form of an independent review, conducted
by the DI Plan Board. If you or your representative wish to have
your claim reviewed by the Board, you should write to:
The Secretary
Disability Insurance Plan Board of Management
National Joint Council
C. D. Howe Building, West Tower
7th Floor, 240 Sparks Street
P.O. Box 1525, Station B
Ottawa, ON
K1P 5V2
You will be asked to complete an
Authorization to Release Information form, which will permit your
file to be reviewed by the Board.
How can I
contact the Insurer?
You can contact Sun Life Assurance
Company by calling their toll free number, 1-800-361-5875, or by
writing to them at the following address:
Group Life and
Disability Department
LTD Government
Sun Life of Canada
1155 Metcalfe Street
P.O. Box 12500, Station CV
Montreal, Quebec
H3C 5T6
To speed up the handling of your
claim you should quote the group policy number (12500), your
name, your employing department or agency and your certificate
number.
Who can
access personal information on my file?
Personal information, used to
adjudicate your claim for DI benefits, is held on file at Sun
Life Assurance Company. Authorized employees or other persons
working for or on behalf of Sun Life are allowed access to the
information in the file while performing their duties, as
outlined above. You have the right to get access to, and, if
necessary, to correct the information on file. You must make any
such request to Sun Life in writing.
Who can I
call for more information?
Your compensation specialist or the
Insurance Section of the Superannuation Directorate in Shediac,
New Brunswick (toll-free telephone number 1-800-561-7930), can
provide you with further information on conditions of membership,
application procedures, commencement, continuation, termination
or cancellation of coverage and claim procedures.
Appendix
Treatment of Benefits payable
under the Public Service Superannuation Act (PSSA) as
Offsets from Disability Insurance (DI) Benefits
Circumstance
|
PSSA
Option
|
Offset from DI
Plan
|
I. Termination with less than 2 years
service |
1. Return of contributions |
1. No offset |
II. PSSA disability retirement approved
|
1. Immediate annuity
or
2. Lump sum payment
|
1. Offset immediately in full monthly amount
2. Offset immediately by amount equal to monthly immediate
annuity until full amount of lump sum has been offset
|
III. PSSA disability retirement applied for but
not approved |
1. Deferred annuity at age 60
2. Annual allowance from age 50 onwards
3. Actuarial transfer value
4. Return of contributions |
1. Offset at age 60
2. Offset when payable
3. & 4. Monthly offset at age 60
by amount equal to monthly deferred annuity but capped when total
of actuarial transfer value or lump sum has been
offset
|
IV. Application for PSSA disability retirement not
made |
1. Immediate annuity
2. Deferred annuity at age 60
3. Annual allowance from age 50 onwards
4. Actuarial transfer value
5. Return of contributions |
1. Offset immediately by full monthly
amount
2., 3., 4., & 5. Offset
immediately by monthly amount of equivalent immediate annuity
unless claimant proves that an application for a disability
retirement had been declined; capped when total of actuarial
transfer value or return of contributions has been
offset
Where such proof is provided,
offsets as in III above
|
|