[]

Wage Continuation

Welcome to the School District of Philadelphia's Wage Continuation page! 

Please click on the links below for more information on how this program works:

 

General Information

 

CASA, Local 634, and Non-Represented Employees

Wage Continuation is the School District of Philadelphia’s (SDP) short-term disability program. You may elect coverage to protect yourself from sustained salary loss due to an illness or non-work related injury that extends beyond your sick time.  

Should you become ill and exhaust all accumulated sick leave, at the conclusion of a short waiting period (5-7 days), you will be compensated a daily amount consistent with 75 percent of your salary for up to 26 weeks, pursuant to SDP approval.

Expectant mothers may use this benefit to continue their salary for 6-8 weeks from the date of birth of the baby.

In order to qualify for the continued salary benefit, you must be enrolled in the program prior to the injury or illness.

Click here for the Summary Plan Description of the Wage Continuation Program

*Enrollment in the Wage Continuation program does not guarantee eligibility of use. You must be approved by the Health Services Department for use of this program. Review the “How Do I Use the Benefit?” section for more information.

 

 

All Other Employees

Wage Continuation is the School District of Philadelphia’s (SDP) short-term disability program. You may elect coverage to protect yourself from sustained salary loss due to an illness or non-work related injury that extends beyond your sick time.  

Should you become ill and exhaust all accumulated sick leave, at the conclusion of a short waiting period (0-7 days), you will be compensated a daily amount consistent with 75 percent of your salary for up to 52 weeks, pursuant to SDP approval.

Expectant mothers may use this benefit to continue their salary for 6-8 weeks from the date of birth of the baby.

In order to qualify for the continued salary benefit, you must be enrolled in the program prior to the injury or illness.

*Enrollment in the Wage Continuation program does not guarantee eligibility of use. You must be approved by the Health Services Department for use of this program. Review the “How Do I Use the Benefit?” section for more information.

Back to top

Who's eligible for this benefit?

This benefit is extended to all employees who are salaried or benefits eligible, as outlined in their Collective Bargaining Agreement.

The following employee types are not eligible for this benefit:

  • Non-Represented Employees who are Director level or above 
  • ROTC and JROTC 
  • Supportive Service Assistants 
  • Noon Time Aides 
  • Per Diem Employees 
  • Extra Curricular “EC” Employees

Back to top

 

How and when can I enroll for these programs?

 

CASA, Local 634, 1201/32 BJ and Non-Represented Employees

New employees may enroll at the beginning of SDP service; however, you will not be eligible for the program until after three (3) months of qualified service, at which time your premium contributions will begin to be deducted from your pay. 

Employees who wish to enroll in the program after 90 days from their hire date may apply during Open Enrollment.  An application must be completed and submitted to the office during the Open Enrollment Period (the month of May) and it is effective July 1.

To enroll, eligible employees must complete the application and send it to our office. The application can only be accepted during Open Enrollment. Once the application is approved, premium contributions and coverage will begin to be deducted from your pay starting in July (for twelve-month employees) or the beginning of the contract year (for ten-month employees)

Any employee that submits an application outside of the initial  90 days of hire or Open Enrollment will be denied.

Before completing the form, we suggest that you review the deduction examples below.  This benefit can be costly, depending on how many sick days you have in your bank.

 

All Other Employees

New employees may enroll at the beginning of SDP service; however, you will not be eligible for the program until after five (5) months of qualified service, at which time your premium contributions will begin to be deducted from your pay. 

SPAP employees are eligible after their probationary period, which is typically 180 days, is complete.

Employees who wish to enroll in the program after seven (7) months of their hire date for a qualified position are required to complete a Supplemental Form which will be subject to approval before the program commences.

To enroll, eligible employees must complete the application and send it to our office. The application is subject to approval and may take 4-6 weeks. Once the application is approved, premium contributions will begin to be deducted from your pay.  Approval of applications depends on several factors, including current attendance and previous use of the program

Any employee that submits an application and is denied will receive a letter stating the reason for denial.

Before completing the form, we suggest that you review the deduction examples below.  This benefit can be costly, depending on how many sick days you have in your bank.

Back to top

When does my coverage begin?

 

CASA, Local 634, and Non Represented Employees

Coverage for new employees who enroll at the beginning of SDP service on the first of the month after 90 days from the hire date. At that time, premium contributions will begin to be deducted from your pay. 

Coverage for employees who apply during Open Enrollment will begin on July 1 (for twelve-month employees) or September 1 (for ten-month employees). At that time, premium contributions will begin to be deducted from your pay. 

All Other Employees

Coverage for new employees who enroll at the beginning of SDP service begins after 5 months of qualified service is complete. At that time, premium contributions will begin to be deducted from your pay. 

Coverage for employees who apply after their initial 7 months of qualified service will begin 4-6 weeks after their application has been received and approved. At that time, premium contributions will begin to be deducted from your pay. 

Any employee who submits an application and is denied will receive a letter stating the reason for denial.

Back to top

 

What does the deduction look like on my paycheck and how much will I have to pay?


CASA, Local 634, and Non-Represented Employees

Important: All premiums paid for the Wage Continuation program are non-refundable.

The cost of this indemnity program is dependent upon your amount of accumulated sick leave, number of years of service, and salary.  Contributions are evaluated at the time of enrollment and every September thereafter. At that time, you will be placed in the appropriate plan, as detailed in the charts below. Each plan type has an associated premium and "corridor days".

"Corridor days", also known as annual waiting period, are the days that you are required to wait between the exhaustion of sick days and the when the Wage Continuation benefit commences.The waiting period that must be completed once each school year, beginning July 1 or September 1, ranges from 5 to 7 work days.

Information on the biweekly cost and annual waiting period is outlined in the charts below.

What does it looks like on my paycheck?:

Your paycheck includes two indicators of your enrollment in the program. Please refer to this sample paystub for a visual example.

  • There is a box labeled “H.I. PLAN” under the box that contains the “EMPLOYEE NAME”. Enrollment is indicated by a code that shows how many corridor days you have and the range of accumulated sick days which your enrollment was assessed. Here are examples of the code and what it means:

H.I. PLAN CODE

What it means

WC7D 0-9

You have 7 corridor days based on 0-9 banked sick days

WC6D 10-29

You have 6 corridor days based on 10-29 banked sick days

WC5D 30+

You have 5 corridor days based on 30 or more banked sick days

  • The other indicator of your enrollment is the deduction. In the DEDUCTIONS column, the deduction code is “WAGE CON”.

Effective 7/1/2014, all employees must pay a premium, as detailed in the section below.

 

How much do I have to pay?:

Below are the bi-weekly rate charts (dependent on which union you are part of) and examples of how much you could be charged. 

Important: All premiums paid for the Wage Continuation program are non-refundable.

For employees represented by CASA, Local 634 and Non-Represented employees:

Please refer to the chart below that explains the bi-weekly rate that an employee would be charged for participating in the Wage Continuation Program effective July 1, 2014. The bi-weekly rate is per every $100 you earn.

The “quick” way to find your bi-weekly premium is by doing the following calculation:

Formula

Biweekly Gross pay

÷

100

×

Rate listed in the chart below

=

Total biweekly premium

Example

$1,693.41

÷

100

×

$0.31

=

$5.25

*Note that the purpose of this formula and calculation is to give an approximately value of the biweekly deduction. Actual biweekly deduction amounts may vary.

Employee's share rate per $100 gross per paycheck

Accumulated Sick Leave

Total Annual Waiting Period

First 3 years of Employment

Less than 10 days

7 work days

$2.95

10 but < 30 days

6 work days

$2.10

30 days and over

5 work days

$0.31

Here is an example of what to expect:

Based on an annual salary of $44,198 and a bi-weekly pay rate of $1,693.41:

  • If you have 0-9.99 personal illness days in your bank, the bi-weekly deduction (each paycheck) would be $49.96 at the $2.95 rate. (i.e. $1,693.41÷100×2.95=49.96)
  • If you have 10-29.99 personal illness days in your bank, the bi-weekly deduction would be $35.56 at the $2.10 rate. (i.e. $1,693.41÷100×2.1=35.56)
  • If you have 30 or more personal illness days in your bank, the bi-weekly deduction would be $5.25 at the $0.31 rate. (i.e. $1,693.41÷100×0.31=5.25)

Back to top

 

All Other Employees

Important: All premiums paid for the Wage Continuation program are non-refundable.

The cost of this indemnity program is dependent upon your amount of accumulated sick leave, number of years of service, and salary.  Contributions are evaluated at the time of enrollment and every September thereafter. At that time, you will be placed in the appropriate plan, as detailed in the charts below. Each plan type has an associated premium and "corridor days".

"Corridor days", also known as annual waiting period, are the days that you are required to wait between the exhaustion of sick days and the when the Wage Continuation benefit commences.The waiting period that must be completed once each school year, beginning July 1 or September 1, ranges from 0 to 7 work days.

Information on the biweekly cost and annual waiting period is outlined in the charts below.


What does it looks like on my paycheck?:

Your paycheck includes two indicators of your enrollment in the program. Please refer to this sample paystub for a visual example.

  • There is a box labeled “H.I. PLAN” under the box that contains the “EMPLOYEE NAME”. Enrollment is indicated by a code that shows how many corridor days you have and the range of accumulated sick days which your enrollment was assessed. Here are examples of the code and what it means:

H.I. PLAN CODE

What it means

WC7D 0-9

You have 7 corridor days based on 0-9 banked sick days

WC6D 10-29

You have 6 corridor days based on 10-29 banked sick days

WC5D 30-59

You have 5 corridor days based on 30-59 banked sick days

WC4D 60-89

You have 4 corridor days based on 60-89 banked sick days

WC3D 90-119

You have 3 corridor days based on 90-119 banked sick days

WC2D 120-149

You have 2 corridor days based on 120-149 banked sick days

WC1D 150-179

You have 1 corridor days based on 150-179 banked sick days

WC0D 180+

You have 0 corridor days based 180 or more banked sick days

  • The other indicator of your enrollment is the deduction.  If you are in a plan that has a deduction (WC4D to WC7D), there is a code in the DEDUCTIONS column. That code is “WAGE CON”.

If you do not have a deduction but have one of the H.I. PLAN codes listed above on your paystub, then you are enrolled in the program and the District is paying 100% of your premiums.


How much do I have to pay?:

Below are the bi-weekly rate charts (dependent on which union you are part of) and examples of how much you could be charged. 

Important: All premiums paid for the Wage Continuation program are non-refundable.

 

For employees represented by PFT and SPAP:

Please refer to the chart below that explains the bi-weekly rate that an employee would be charged for participating in the Wage Continuation Program. The bi-weekly rate is per every $100 you earn.

The “quick” way to find your bi-weekly premium is by doing the following calculation:

Formula

Biweekly Gross pay

÷

100

×

Rate listed in the chart below

=

Total biweekly premium

Example

$1,693.41

÷

100

×

$0.31

=

$5.25

*Note that the purpose of this formula and calculation is to give an approximately value of the biweekly deduction. Actual biweekly deduction amounts may vary.

Employee's share rate per $100 gross per paycheck

Accumulated Sick Leave

Total Annual Waiting Period

Post 3 years of Employment

First 3 years of Employment

Less than 10 days

7 work days

$4.43

$2.95

10 but < 30 days

6 work days

$3.15

$2.10

30 but < 60 days

5 work days

$0.31

$0.31

60 but < 90 days

4 work days

$0.00

$0.00

90 but < 120 days

3 work days

$0.00

$0.00

120 but > 150 days

2 work days

$0.00

$0.00

150 but < 180 days

1 work day

$0.00

$0.00

180 days and over

0 work days

$0.00

$0.00

 

Here is an example of what to expect:

Based on an annual salary of $44,198 and a bi-weekly pay rate of $1,693.41:

  • Within the first 3 years of employment:
    • If you have 0-9.99 personal illness days in your bank, the bi-weekly deduction (each paycheck) would be $49.96 at the $2.95 rate. (i.e. $1,693.41÷100×2.95=49.96)
    • If you have 10-29.99 personal illness days in your bank, the bi-weekly deduction would be $35.56 at the $2.10 rate. (i.e. $1,693.41÷100×2.1=35.56)
    • If you have 30-59.99 personal illness days in your bank, the bi-weekly deduction would be $5.25 at the $0.31 rate. (i.e. $1,693.41÷100×0.31=5.25)
    • If you have 60 or more personal illness days in your bank, the bi-weekly deduction would be $0.00 (FREE).
  • After the first 3 years of employment:
    • If you have 0-9.99 personal illness days in your bank, the bi-weekly deduction (each paycheck) would be $90.98 at the $4.43 rate. (i.e. $1,693.41÷100×$4.43=90.98)
    • If you have 10-29.99 personal illness days in your bank, the bi-weekly deduction would be $64.69 at the $3.15 rate. (i.e. $1,693.41÷100×3.15=64.69)
    • If you have 30-59.99 personal illness days in your bank, the bi-weekly deduction would be $5.25 at the $0.31 rate. (i.e. $1,693.41÷100×0.31=5.25)
    • If you have 60 or more personal illness days in your bank, the bi-weekly deduction would be $0.00 (FREE).

Back to top

 

For employees represented by District 1201/32 BJ:

Please refer to the chart below that explains the bi-weekly rate that an employee would be charged for participating in the Wage Continuation Program. The bi-weekly rate is per every $100 you earn. Employees can only enroll or cancel when first hired or during the annual Open Enrolllment period. Deductions will begin after employment probation. 

The “quick” way to find your bi-weekly premium is by doing the following calculation:

Formula

Biweekly Gross pay

÷

100

×

Rate listed in the chart below

=

Total biweekly premium

Example

$1693.41

÷

100

×

$0.52

=

$8.80

*Note that the purpose of this formula and calculation is to give an approximately value of the biweekly deduction. Actual biweekly deduction amounts may vary.

Employee's share rate per $100 gross per paycheck

Accumulated Sick Leave

Total Annual Waiting Period

Post 3 years of Employment

First 3 years of Employment

Less than 10 days

7 work days

$3.15

$2.10

10 but < 30 days

6 work days

$4.50

$1.50

30 but < 60 days

5 work days

$0.52

$0.52

60 but < 90 days

4 work days

$0.00

$0.00

90 but < 120 days

3 work days

$0.00

$0.00

120 but < 150 days

2 work days

$0.00

$0.00

150 but < 180 days

1 work day

$0.00

$0.00

180 days and over

0 work days

$0.00

$0.00

Here is an example of what to expect:

Based on an annual salary of $44,564 and a bi-weekly pay rate of $2,053.64:

  • Within the first 3 years of employment:
    • If you have 0-9.99 personal illness days in your bank, the bi-weekly deduction (each paycheck) would be $35.56 at the $2.10 rate. (i.e. $1,693.41÷100×2.10=35.56)
    • If you have 10-29.99 personal illness days in your bank, the bi-weekly deduction would be $25.40 at the $1.50 rate. (i.e. $1,693.41÷100×1.5=25.40)
    • If you have 30-59.99 personal illness days in your bank, the bi-weekly deduction would be $8.80 at the $0.52 rate. (i.e. $1,693.41÷100×0.52=8.80)
    • If you have 60 or more personal illness days in your bank, the bi-weekly deduction would be $0.00 (FREE).
  • After the first 3 years of employment:
    • If you have 0-9.99 personal illness days in your bank, the bi-weekly deduction (each paycheck) would be $53.34 at the $3.15 rate. (i.e. $1,693.41÷100×3.15=53.34)
    • If you have 10-29.99 personal illness days in your bank, the bi-weekly deduction would be $76.20 at the $4.50 rate. (i.e. $1,693.41÷100×4.5=76.20)
    • If you have 30-59.99 personal illness days in your bank, the bi-weekly deduction would be $8.80 at the $0.52 rate. (i.e. $1,693.41÷100×0.52=8.80)
    • If you have 60 or more personal illness days in your bank, the bi-weekly deduction would be $0.00 (FREE).

Back to top 

How can I cancel participation in the program?

To cancel coverage, complete the form below and send it to our office.

*CASA, Local 634, 1201/32 BJ and Non-Represented employees*

***CASA, Local 634, 1201/32 BJ and Non-Represented can cancel participation in the program during Open Enrollment***

*All other employees*

Back to top

 

How do I use this benefit throughout the year?

*Enrollment in the Wage Continuation program does not guarantee eligibility of use. You must be approved by the Health Services Department for use of this program.

If you find yourself in a situation where you cannot return to work due to illness or injury (not work related), you must coordinate your absence with the Employee Health Services (EHS) department.  Completing the following steps will ensure a smooth transition:

  • For absences over 3 consecutive days, submit an Extended Illness Abence Card (Form SEH-3) to EHS.
  • You will receive a letter from EHS scheduling an appointment for you to visit the SDP’s physician for review of your absence.
  • You will continue to use all accrued (banked) sick days until you have none left.
  • Upon approval of your continued absence, you will have a waiting period between your last sick day and when Wage Continuation payments begin.  Waiting periods are listed above in the “How much will I have to pay” section and range between 0-7 work days, depending on which plan you are enrolled in.
  • Wage Continuation payments continue until you are cleared to return to work. Payments may continue for up to one year.

You may contact Health Services at (215) 400-4660 or by e-mail at employeehealth@philasd.org

Their office is located at 440 N. Broad Street, Rm 134, Philadelphia, PA 19130

Back to top

Forms and Documents

Below are links to forms for Wage Continuation.

CASA, Local 634, 1201/32 BJ and Non-Represented Employees:

All other employees (PFT, SPAP):

 

Back to top

 

Back to top