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STIIP
Administrator's Instructions
Benefits
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Employees who are eligible and accepted for STIIP benefits are entitled to receive
STIIP benefits until the first of the following events:
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the employee recovers from the illness or injury for which benefits were payable;
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the employee dies;
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the employee attains normal retirement age or commences paid absence prior to retirement;
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the STIIP benefit has been paid for the maximum period in respect of the illness or injury;
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the effective date of an employee's resignation; and
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commencement of a leave of absence, including maternity leave, parental leave,
general leave, extended child care leave and educational leave;
Note: STIIP BENEFITS ARE PAYABLE FOR A MAXIMUM PERIOD OF SIX
CALENDAR MONTHS (seven months for Judges/JJP/Masters and for auxiliary
employees).
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STIIP benefits commence on the first day that an employee is scheduled to work and is unable to do so as a result of illness or injury
under the stages outlined in Eligibility
- Regular Employees.
Requalifying for STIIP Benefits
Recurring Disabilities
(applicable to employees eligible for Basic STIIP benefits)
Recurring Disabilities is a clause that outlines the rules for which a ‘new’ claim under STIIP can be made. It is important for ministries to report and monitor all absences due to illness or injury for review of start and end dates that may be affected by this clause. For purposes of counting the "15 consecutive scheduled days of work", other approved leaves such as vacation,
CTO, special leave, etc. are not included, ie. the 15 days must be
physically worked.
If an employee returns to work after being absent because of illness or injury and within 15 consecutive scheduled days of work again becomes unable to work because of the same illness or injury, the absence is considered to be a continuation of the preceding illness or injury and part of the original
six month period.
If an employee returns to work after being absent because of illness or injury and within 15 consecutive scheduled days of work again becomes unable to work because of new illness or injury unrelated to the illness or injury that caused the previous absence, the employee is entitled to a further six months period of STIIP benefits.
If an employee returns to work after being absent because of illness or injury and after working 15 consecutive scheduled days of work again becomes unable to work because of the same illness or injury, the employee is entitled to a further six months period of STIIP benefits. The only exception is where the Rehabilitation Committee has approved a trial return to work for assessment and/or rehab purposes and the
six month period will continue.
Trial Returns to Work
(applicable to employees eligible for Basic STIIP benefits)
A trial return to work may be set up under the following circumstances. Where an employee is returning to work after a period of illness or injury on a trial basis, the
6/7 month period will be a continuation of the preceding illness or injury and part of the original
6/7 month period.
The following should be noted:
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If approved by the Rehabilitation Committee, the trial is in accordance with Article 1.3(d) of the
STIIP. Reduced Hours Trials under 1.3e do not require Rehabilitation
Committee approval.
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If an employee on a trial return to work
approved by the Rehabilitation Committee is unable to complete the trial, it is as if the employee never returned to work. STIIP benefits cannot be paid beyond six months from the original date of illness (prior to the trial return to work). Long Term Disability (LTD) benefits will apply from the date following the original
six month period. If the trial continued beyond the end of the six month STIIP period and the employee was unable to continue, no further STIIP benefits would be payable and the LTD Plan would apply.
Part Time Return to Work Trial 1.3 (e) – Ministry STIIP Trial
Employees who return to work after a period of illness or injury and who do not work the same number of hours that were scheduled prior to the illness or injury shall receive pro-rated benefits under this plan.
Conditions for STIIP Trials - 1.3(d) and 1.3(e):
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The employee must be under the continuing care of a medical practitioner, and
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the employee must provide the employer with a statement from his/her personal physician and discuss the conditions affecting the return to work before reporting for duty;
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The amount and the duration of the STIIP benefit depends on the employee's bargaining unit/excluded employee group, Employer and length of employment. This is outlined in detail in the following subsections. The STIIP benefit is calculated on the employee's regular base pay and any salary protection. Refer to
Allowances and Adds-to-Pay.
WCB pays wage loss benefits at the rate of 90% of average net earnings. The BC Government, as
an Employer, has policies and master agreement language which outlines the amount of wage loss benefits to be paid to employees accepted for WCB claims while on the employer’s business. During the period the employer continues to pay the employee
and WCB submits the wage loss payments to the employer.
Refer to WCB benefits and
procedures.
Eligible part-time employees are entitled to STIIP benefits based on the part-time percentage of full-time employment at date of present appointment.
Example:
A new regular part-time employee working on a half-time basis is entitled to a maximum of six half days of STIIP benefits.
Stage 1 - Employees with Less than Three Months Employment
The maximum STIIP benefit is six days in any one calendar year. A new regular employee is entitled to this six-day entitlement on the first day of active employment. The STIIP benefit is 75% of the regular pay.
The following should be noted regarding the use and reinstatement of the six days entitlement:
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Unused benefit days are not accumulated, but the six days entitlement is renewed at the beginning of each calendar year.
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An employee who was actively at work on the last scheduled working day of a calendar year, and is absent due to illness on the first working day of the subsequent year, is entitled to the six days entitlement for the new year. However, an employee who was absent due to illness on the last scheduled working day of a calendar year must report for work in the subsequent year to qualify for the new six days entitlement.
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An employee who is in receipt of STIIP benefits at the end of the calendar year and who has not used all of the six days entitlement by December 31, can continue to receive the remaining days in January provided the absence was continuous. However, the employee is not eligible for the new six days entitlement. The employee would be eligible for the six days entitlement for the new calendar year after returning to work.
An employee is not entitled to STIIP benefits beyond the maximum six days for each calendar year until completing three months employment - see (e).
75% Pay Benefit
66 2/3% Pay Benefit
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The maximum period for receiving STIIP benefits for any one illness or injury is 15 weeks. The 15- week maximum period includes the six-day entitlement, if any, used for the same illness or injury.
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The EI maximum daily sickness benefit shall be determined on a pro rata basis based on the employee's work schedule. Where an employee is working other than a normal five-day work week consult your payroll supervisor, if necessary.
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Where a paid statutory holiday or scheduled earned time-off falls on a day when the employee would have otherwise qualified for the 66 2/3% benefit, the employee shall receive 100% of regular pay for that day.
See Earned Time-Off for details and examples of the relationship between Earned Time-Off and STIIP benefits.
Example #1:
A regular employee, who has not been absent in the calendar year, is off work with an illness. The maximum 15-week entitlement starts from the first day of absence. The first six days are paid at 75% pay and the remainder of the 15 weeks is paid at 66 2/3%, to the EI weekly maximum. At the end of 15 weeks the employee is off pay.
Example #2:
An employee has been absent for four days earlier in the year and is absent again in the same year. The maximum 15-week entitlement starts from the first day of the current absence. The first two days would be paid at 75% pay and the balance of the 15 weeks at 66 2/3% pay up to the EI weekly maximum.
An employee is not entitled to STIIP benefits beyond the maximum 15-week entitlement until completing six months active employment as a regular employee - see Stage
3
below.
1. Pay Benefit
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The maximum period for receiving STIIP benefits for any one illness or injury is
six months.
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The six month maximum STIIP period includes the six-day entitlement or balance if any remaining.
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An employee who returns to work and physically works less than 15 consecutively scheduled working days, and again becomes absent as a result of the same illness or injury, remains within the original STIIP period. (i.e. STIIP benefits are not paid beyond six months from the original date of absence). (Refer to
recurring disabilities).
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Where a paid statutory holiday or scheduled earned time-off falls on a day when the employee would have otherwise qualified for the 75% benefit, the employee shall receive 100% of regular pay for that day.
Examples of the relationship between Earned Time-Off and STIIP
benefits can be found in the Earned Time-Off
section of this site.
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How to calculate the 75% Benefit: Refer to the Payroll
Admin Manual for provincial government employees.
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Employees of the BC Ferry Corporation must supplement the 75% STIIP benefit with any accumulated Sick Leave Credits in the Sick Bank. For each day of absence the Sick Bank is to be reduced by one-quarter day. For each one-half day of absence the Sick Bank is to be reduced by one-eighth day. There is no supplementation if there is no credit in the sick
bank.
Note: For purposes of reducing the Sick Bank, each day of absence under STIIP reduces the Sick Bank one-quarter day regardless of the shift arrangement of the employee. This means that both a 7-hour and a 10-hour day reduce the Sick Bank by one-quarter of a day.
Employees other than those of the BC Ferry Corporation may supplement the 75% STIIP benefit by use of the following credits in descending order.
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Management/Exclusion one and one half supplementary credit (see
below); (applicable only to employees
appointed under the Public Service Act.)
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Accumulated Pre 1978 Sick Bank under the old sick leave plan;
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Compensatory Time Off (CTO);
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Bank Earned Time Off (ETO), excepting where scheduled in a shift schedule (such as flex time);
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Vacation entitlement.
Note: The accumulated Sick Bank Credits must be depleted before use of any other credits (except the excluded supplementary credit). After the
Sick Bank Credits are depleted, if any, other credits must be used in the order listed if the employee wishes to supplement STIIP.
Management/Excluded employees have a supplementary credit of 1 1/2 days each calendar year. This credit can only be used to supplement the 75% STIIP benefit to 100% of basic pay. The credit is non-cumulative and lapses on December 31. Refer to the Terms and Conditions of Employment for Excluded Employees.
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Other
Disability Income (not Personal Insurance)
STIIP benefits will be reduced by 100% of all other disability income to which an absent employee is entitled except:
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Disability income which was being received prior to the illness or injury resulting in the employee being absent from work and which is unrelated to the illness or injury causing the current
absence
a war disability pension paid under an Act of the Government of Canada or other Commonwealth
country -
any benefit supplement from the Sick Bank.
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Types of disability income which STIIP benefits are integrated with include, but are not limited to, the following:
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Any amount the absent employee receives from any group insurance, wage continuation or pension plan of the Employer;
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Any amount of disability income provided by any compulsory act or law, except
Employment Insurance sickness benefits and Workers' Compensation benefits payable as provided under the terms of this Plan; and
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Any periodic benefit payment from the Canada or Quebec Pension Plan or other social security plan of any other country. Refer
to Canada Pension Plan
benefits below for detailed information regarding integration of
CPP.
Note: Any amount paid to the employee as a result of the
supplementation from the accumulated sick bank credit is not recovered. Once a sick bank credit is used, it is not to be reinstated. (This does not apply in the case of a retroactively recognized WCB claim.)
In the case of personal insurance coverage, integration will apply when the combination of Plan benefits and personal insurance disability income benefits exceed 100% of basic monthly salary.
ICBC weekly indemnity payments or wage-loss portions of Lump Sum settlements are considered personal insurance.
The following Association Income Replacement Plans are to be treated as "personal insurance coverage" in accordance with subparagraph (c) above.
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The British Columbia Nurses' Union Income Replacement Plan.
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The Union of Psychiatric Nurses Income Replacement Plan.
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The Canadian Physiotherapy Association's Income Replacement Plan.
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The Association Income Replacement Plan for members of the Canada Bar Association.
Income replacement paid by ICBC is to be treated as "personal insurance coverage" in accordance with subparagraph (c) above.
When it becomes known to the employing ministry that an employee may be receiving income replacement through another source, it should be determined whether such income falls within
Other Disability Income or Personal
Insurance Coverage. Then, when sufficient information about the case has been obtained, the ministry should:
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calculate the employee's liability, and
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advise the employee in writing, and
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make all recoveries payable to the Minister of Finance and Corporate Relations, or your particular employer group.
To determine the amount to be integrated the following examples will assist:
Example 1:
Case Information
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Employee's basic monthly salary is $3,000.
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Employee is absent due to illness for one calendar month.
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STIIP @ 75% of salary is paid.
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Employee has a "personal insurance" plan which pays $1,000 a month.
Calculation:
| STIIP paid: .75 x $3,000 |
$ 2,250.00 |
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| "Personal Insurance" paid |
$
1,000.00 |
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| Total income received by employee |
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$ 3,250.00 |
Total disability income allowed
(100% of regular salary) |
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$ 3,000.00 |
| Employee must reimburse STIIP |
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$
250.00 |
Example 2:
Case Information
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Employee's basic month salary is $3,000 ($138 per day).
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Employee is absent due to car accident for ten working days.
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The employee supplements STIIP with 25% Sick Bank Credits.
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ICBC pays employee $90 per day income replacement.
Calculation:
| Wage loss is 10 Days X $138 |
$1,380.00 |
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| STIIP benefit is 75% of $1,380 |
$1,035.00 |
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| ICBC paid 10 X $90 |
$
900.00 |
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| Total income replacement received by employee |
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$1,935.00 |
| 100% salary would be |
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$1,380.00 |
| Amount employee received over 100% |
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$ 555.00 |
The employee must repay STIIP $ 555.00
Note: The 25% supplement to STIIP benefits is not considered as a STIIP benefit and cannot be reinstated once used, except in cases where a new Workers' Compensation Board claim is retroactively accepted.
An employee who has contributed to the Canada Pension Plan in 2 of the last 3 years or 5 of the last 10 years may be eligible to CPP disability benefits if the employee meets their definition of disability. The CPP benefit payable to the employee is 100% deductible from the STIIP benefit. The CPP benefit is usually paid from the fourth month of disability but applications take approximately five months to process.
If you are advised that an employee has been accepted for CPP disability benefits you would need a copy of the CPP Notice of Entitlement, which states the effective date and amount of the benefit. The initial (primary) amount payable to the employee is deductible - not any amount payable for dependent children or increases each January for cost of living index. You would then calculate the amount to be deducted from the STIIP benefit.
Example:
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STIIP starts February 18.
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CPP accepts and pays $795 month from June 1
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Recovery: June 1 - August 31 3 X 795 = $2,385.00
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Sept 1 - 17 795/30X17 = 450.50
Total deduction from STIIP $2,835.50
If you receive the CPP Notice of Entitlement you must provide a copy to Disability Management Programs for application to Long Term Disability (LTD) Plan benefits. Illness and Injury will also assist you with this integration calculation.
Normally, the CPP disability benefit has not been
processed until the employee has proceeded to the LTD Plan period. If the
Plan Carrier (the Great West Life Assurance Company) is aware of CPP
acceptance, they will advise DMP. DMP will advise employee of the
overpayment and ask that they send a cheque to the Employer. The ministry
must then provide the employee with a receipt for income tax purposes or
amended T4. The process can be complex because the retroactive payment may
apply to more than one calendar or fiscal years. Refer to the Financial
Management Payroll Procedures Manual, Amendment #57 (July 1994), Chapter
16.10.2.
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A Regular employee shall continue to receive STIIP benefits after layoff or separation until recovery from illness or injury or until benefits have expired, whichever first occurs, PROVIDING the notice of layoff or separation is given after the commencement of the illness or injury.
If notice of layoff or separation is given before commencement of the illness or injury, benefits will cease on the effective date of the layoff or separation if the illness or injury commenced within two months of the effective date of layoff or separation. If the illness or injury occurs more than two months prior to the effective date of layoff or separation, benefits are payable as in
the paragraph above.
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The following deductions are taken at source from STIIP payments provided the employee was covered for these benefits prior to going on STIIP:
Public Service Pension Plan
Employee contributions to the Public Service Pension Plan are based on the employee's full salary. The Ministry must ensure that contributions are made on the full base rate of the employee's salary.
Example: Employee's base rate is $3,000. STIIP benefit is 75% of $3,000; contribution to the
Public Service Pension Plan is based on $3,000 (not 75% of $3,000).
Extended Health Care and Dental Plans
Medical Services Plan (MSP)
Group Life Insurance
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Normal employee contributions, if any, are deducted on the employee's full salary and coverage continues while the employee is in receipt of benefits under
STIIP. The Employer’s contribution continues to be a taxable benefit.
Employment Insurance
Canada Pension Plan
Union Dues
Income Tax
Canada Payroll Savings Program
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