Employees can find it hard to appreciate the difference between short term and long-term disability benefits, because the quest for such payments starts with the same procedure. Whether an employee expects, for medical reasons, to be away from the workplace for a short or extended period of time, he or she must undertake one simple step.
That disabled worker must get a medical report from his or her doctor. In the absence of such a report, the disabled worker lacks the ability to seek either short- or long-term benefits. If a worker does get granted the available long-term coverage, then the difference between the two eventually emerges.
Questions asked of the employee that seeks insurance coverage for an extended period of time
In response to the employee’s first request for such coverage, the insurance company will seek proof that the person making the request cannot perform the job for which he or she has been trained. Those workers that can produce such proof do qualify for a stated period of long-term benefits. The length of that period normally equals the length of two years.
At the end of that two-year interval, the insurance company has the right to deny benefits. It can seek proof that the disabled worker lacks the ability to handle any job available at the company or organization that has purchased the policy with the long-term coverage. Hence, that same insurance company can promise to continue the benefits if the disabled worker will agree to start a new career.
If the person that was trained in one field felt ready to tackle a new field, the insurance company might work with the company to arrange for a re-training program. Of course, if the company that bought the insurance company’s policy lacked an open position, the non-working employee would need to face the consequences. Even if that same individual were re-trained, that re-training would prove of no value, during a quest for further coverage.
Evidence that a re-training would prove of no value
Sometimes an employee that has been receiving long term benefits never gets asked about his or her willingness to undergo a re-training program. That could be a clue to the fact that the company that bought the insurance coverage has no open position for which the disabled worker might be re-trained.
Sometimes the extent of an employee’s recovery can be questioned, in order to eliminate any need for extended coverage. Naturally, that sort of thing never takes place, if an employee’s medical condition will demand only a short time away from the workplace. Hence a requirement for extended coverage can highlight the need for a personal injury lawyer in Waterloo.