9
2) Will OTIP be reviewing each collective agreement and providing advice regarding
leaves?
Yes, OTIP will be reviewing existing collective agreements and providing interpretations
to local leadership for distribution to the membership.
3) Is a member covered if they are on maternity/parental leave and not paying
premiums?
Members currently on leave who did not maintain LTD coverage are not eligible for
reinstatement until they return to work (RTW). Members who RTW are automatically
added and insured under the plan and premium deductions will start.
4) How does the coverage work for those on a partial, non-statutory leave? What will
they be paying? How long are they covered for during the time of the leave?
For leaves commencing after November 1, 2013, the continuation of coverage in the
LTD plan is required of all plan members during any type of absence. Premiums are
maintained on their regular full-time salary. If a member is on consecutive leaves of
absence, the LTD contract limits the time that coverage must be continued to 24 months
or later as defined by the collective agreement excluding statutory maternity/paternity
leaves
5) For members on a lengthy non-statutory leave, how long can they maintain their
LTD coverage?
See the response to question #4 above.
6) If a member takes an unpaid leave of absence (LOA) due to illness (i.e., they take a
leave because they have an illness that prevents them from working), how does
that impact their LTD coverage and ability to claim LTD? How does that impact
their requirement to pay for LTD coverage during their LOA?
Members should never take a LOA due to illness affecting their ability to work. If unable
to perform the regular duties of their assignment they should be filing an LTD claim.
7) If I am on a 0.5 FTE leave and I have a 1.0 FTE contract, do I have to pay full LTD
premiums?
Yes, the intent of the provincial LTD plan design is to provide maximum income
protection to all members including those who may be reducing their contractual FTE for
a period of time.
8) How does returning to work full-time from a 0.5 LOA that lasted for five years
affect my eligibility? How is the claim adjudicated?
A member returning from a LOA will be insured for a 1.0 FTE and pay premiums on a
1.0 FTE. If a claim is submitted, all claim circumstances are taken into account in the
assessment of the claim and would be based on the coverage and eligibility of the
member as of the date of disability.