Wage Insurance (Disability Insurance)
The City of Madison offers optional Disability Income Continuation Insurance (Wage Insurance). This plan is open to all permanent City employees. Wage Insurance plans are an individual contract between the employee and the insurance provider. The City may pay a percentage of the premium, up to 100%, based on an employee's use of sick leave.
Note: Because Wage Insurance is not administered by the City, medical certification received by the Wage Insurance provider is not automatically received by the City. You must submit medical certification to the City to qualify for Family & Medical Leave, as well as any other benefits provided by the City.
New employees may sign up upon starting employment with the City by completing an Enrollment/Change Form. Employees who do not enroll during the initial 31-day enrollment period must go through underwriting (form available from Human Resources) to determine their eligibility.
Wage Insurance covers non-work-related injuries and illnesses preventing the employee from working. Employees are insured up to 65% of their regular salary, and must use all available sick leave before being eligible to receive benefits from the program.
The insurance pays short and long-term benefits. Employees are eligible to receive short-term benefits for up to three years as long as the employee is totally unable to perform their job functions. Following the three years of short term benefits, long-term benefits are available until the employee’s normal retirement date. Under this policy, the normal retirement date is age 65 for employees other than police officers and fire fighters.
The total monthly wage insurance premium is determined by a combination of an employee's regular bi-weekly wages and the employee's number of days of accrued sick leave available at the time of the employee's annual wage insurance review. The employer and employee contributions to wage insurance premium are determined by the net sick leave days accrued by the employee during the annual tracking period. Employees who maintain 100+ or 120+ accumulated sick days, depending upon compensation group, may not have to contribute to the wage insurance premium, regardless of the amount of sick leave used in the tracking year. Questions about how an employee's premium share was or will be calculated should be directed to Central Payroll. Where this information conflicts with Central Payroll procedures, Central Payroll procedures will prevail.
|Sick Leave Used*, *** (Days)||Net Sick Leave Accrued**, *** (Days)||Employee Pays (% of Premium)***|
|0.00 – 3.00||10.00 - 13.00||0% (Employer pays 100%)|
|3.01 – 4.00||9.00 - 9.99||20% (Employer pays 80%)|
|4.01 – 5.00||8.00 - 8.99||40% (Employer pays 60%)|
|5.01 – 6.00||7.00 - 7.99||60% (Employer pays 40%)|
|6.01 – 7.00||6.00 - 6.99||80% (Employer pays 20%)|
|7.01+||0 - 5.99||100% (Employer pays 0%)|
* For Metro Transit employees, sick leave accrued and used from 07/29/2018 - 07/27/2019 were used to calculate the 2019-2020 premiums/percentages. These rates went into effect on 2019 payroll #19 (paycheck issued 09/20/2019). For all other City employees, sick leave accrued and used from 09/09/2018 - 09/07/2019 will be used to calculate the 2019-2020 premiums/percentages. These rates will go into effect on 2019 payroll #21 (paycheck issued 10/18/2019).
For Metro employees, sick leave accrued and used from 07/28/2019 - 07/25/2020 will be used to calculate the 2020-2021 premiums/percentages. These rates will go into effect on 2020 payroll #19 (paycheck issued 09/18/2020). For all other City employees, sick leave accrued and used from 09/08/2019 - 09/05/2020 will be used to calculate the 2020-2021 premiums percentages. These rates will go into effect on 2020 payroll #21 (paycheck issued 10/16/2020).
** Both sick leave used and sick leave accrued during the annual tracking period are considered in determining the employee share of wage insurance premium. Net sick leave accrued is calculated by subtracting sick leave used during the annual tracking period from sick leave accrued during the annual tracking period. The number of days of net sick leave accrued during the annual tracking period determines the percentage of the total premium that will be paid by the employee and employer during the 12-month period following the annual review.
*** With the exception of employees in compensation groups 11, 23, 41, and 42, employees with 100 or more days of accrued (earned and unused) sick leave will receive a 100% employer contribution to wage insurance premium regardless of the number of sick days used in the annual tracking period. Teamsters, MPPOA, & MCAA represented employees (compensation groups 11,23,41, and 42) need to have 120 or more days of accrued (earned and unused) sick leave to receive the 100% employer contribution to wage insurance premium if they used more than 3.00 days of sick leave during the annual tracking period.