Part time work while on STD

[Guest Ray]

Our Company sponsors a STD Plan that permits an employee to return to work on a part time basis and maintain partial STD benefits. This portion of the Plan has never been used. Does anyone have any experience in this area?

How do you handle pay for exempt and non-exempt employees?

How do you "cut" the STD benefits to account for the part time work hours?

Any problems with FLSA?

Thanks for any help!!

[Guest Hillary P]

I have some personal experience with this type of arrangement from the employee's point of view. My employer's STD plan is rather unusual, however, in that it provides 100% of salary for up to 6 months. . . so this may not help you much.

Several years ago I went on STD and just kept receiving my paycheck as usual. I was medically cleared to return to work part-time initially and gradually increased to full time before the 6 months were up. My pay amount was the same throughout the period; until I officially returned full-time, the stub simply indicated that part of the total was for regular work and part was attributed to STD.

I'm exempt, and I'm not sure if non-exempts were/are handled differently. Also, I don't have particular expertise in wage-hour matters, so I can't really address the FLSA issue (which I would assume comes into play, if at all, more in the context of an STD plan that replaces less than 100% of salary).