SHORT- AND LONG-TERM
DISABILITY INSURANCE
Ambipar provides Company-paid Short- and Long-Term Disability benefits through Guardian. This coverage protects you financially in the event that you cannot work as a result of a debilitating off-the-job injury or illness.
Short-Term Disability (STD) Insurance
Short-Term Disability (STD) benefits are available at no cost. STD coverage replaces a percentage of your income if you become partially or totally disabled for a short time. Certain exclusions, along with pre-existing condition limitations, may apply. See your plan summaries for details.
| SHORT-TERM DISABILITY | ||
|---|---|---|
| Elimination Period | 7 days | |
| Maximum Weekly Benefit | $1,500 | |
| Percentage of Income Replaced | 60% | |
| Benefit Duration | 26 weeks | |
| Pre-existing Condition Limitations | Certain exclusions, along with pre-existing condition limitations, may apply. See your plan documents or contact Human Resources for details. | |
Long-Term Disability (LTD) Insurance
Long-Term Disability (LTD) benefits are available at no cost. LTD coverage replaces 60% of your income if you become partially or totally disabled for an extended time. Certain exclusions, along with pre-existing condition limitations, may apply. See your plan summaries for details.
| LONG-TERM DISABILITY | ||
|---|---|---|
| Elimination Period | 180 days | |
| Maximum Monthly Benefit | $10,000 | |
| Percentage of Income Replaced | 60% | |
| Benefit Duration | Social Security Normal Retirement Age (SSNRA) | |
| Pre-existing Condition Limitations | Certain exclusions, along with pre-existing condition limitations, may apply. See your plan documents or contact Human Resources for details. | |
A pre-existing condition is an injury, sickness, or pregnancy for which — in the three months prior to the effective date of coverage — you received medical treatment, consultation, care, or services; took prescription medications or had medications prescribed; or had symptoms that would cause a reasonably prudent person to seek diagnosis, care, or treatment.
Reporting a Disability or Leave of Absence
When and How to Report a Disability
If you become unable to work due to an injury, illness, pregnancy, you must report all absences to your manager/supervisor immediately. However, if you’ll be absent from work for more than seven consecutive calendar days, you also must follow the steps below:
| Whom to Contact | Prudential by using one of the following methods:
| |
| Information You Must Provide | Provide the following information to Prudential:
Note: You should not give specifics, such as a medical diagnosis, for non-work-related injuries or illnesses to your manager/supervisor. | |
| Additional Information | Notify your health care provider(s) that Prudential will handle your claim and a representative will contact his or her office. Prudential may request additional medical information so a claim decision can be made. | |
| Form(s) You Must Complete | Complete the Health Care Provider Certification Form and Medical Authorization Form that will be mailed to you after your claim has been reported to Prudential. These forms will authorize your health care provider to release your medical information to Prudential. These forms are very important and will help expedite the handling of your claim. You may also receive state or local benefit forms (where applicable). | |
When an STD Benefit Is Payable
An STD benefit is payable and begins when you’re medically certified as unable to work due to a total disability incurred while actively employed. To qualify for an STD benefit, you must be receiving appropriate care and treatment on a continuing basis from a licensed health care provider.
Your STD payments will be based on your eligibility as well as the “approved through” date designated by Prudential. Upon request, you must continue to provide documentation to Prudential throughout the claim period. If you fail to provide the appropriate documentation to Prudential within 10 business days of the request, your claim can’t be evaluated and will be closed. If your claim is closed and you don’t return to work, your STD benefit will stop.
Benefits Coverage if You Become Disabled
You and your eligible dependents may continue medical, dental and vision coverage for up to 12 weeks as long as you make the active employee contributions.
If you have any questions about your benefits coverage while on a leave, contact Benefits@Ambipar.com.
Long-Term Disability (LTD)
Long-Term Disability is provided through Prudential in the event you suffer a covered disability. You may be eligible to receive an LTD benefit if your approved STD claim was paid for 26 weeks.
LTD coverage is offered to replace 60% of your benefits eligible pay (pre-disability earnings) determined on the day before your approved STD.
If You’re Approved for an LTD Benefit
Prudential will continue to manage your claim and pay your monthly LTD benefit. If you have consecutive, concurrent or continuous disabilities, related or unrelated, which continue for a period of more than 26 weeks and if eligible and approved, you will receive an LTD benefit from Prudential.
COBRA Coverage While on Disability
Due to your disability, you’re eligible to elect to continue your medical coverage under COBRA. COBRA allows you and your covered dependents to continue health care coverage at your expense under certain circumstances when coverage would otherwise end.
Leaves
At Ambipar, we want to help all of our employees thrive, both professionally and personally. We’re committed to supporting you and your family through all of life’s most important moments, whether that be the birth of a child, caring for an aging parent or another significant event. As part of that commitment, we offer leaves from work so you can focus on family, yourself or other personal responsibilities.
Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) is a federal law that ensures eligible employees are able to take a job-protected leave for specified family and medical reasons.
In addition to offering job-protected leave in accordance with the FMLA, Ambipar also provides paid leave, as described throughout this page. Our company leave programs work concurrently with and are counted toward all other leave entitlements, such as FMLA and applicable state law. Similarly, any approved Short-Term Disability (STD) or Workers’ Compensation leave will run concurrently and will be counted toward any leave entitlement under Ambipar’s Family and Medical Leave (FML) Policy, the FMLA, and applicable law.
Employee Medical Leave
Employee Medical Leave provides up to 12 weeks of unpaid job-protected leave for your own serious health condition, where you’re unable to perform the functions of your job. You may also be eligible for Short-Term Disability benefits to receive compensation during some or all of your Employee Medical Leave.
Family Member Medical Leave
Family Member Medical Leave offers up to 12 weeks* of unpaid job-protected leave to care for your spouse, partner, child or parent (as defined in the FML Policy) who has a serious health condition.
Active Duty Leave
Active Duty Leave offers up to 12 weeks of unpaid job-protected leave to attend to a qualifying exigency arising out of the fact that your family member who is a member of the U.S. Armed Forces is on active duty, or is called to active duty, in a foreign country.
Military Caregiver Leave
Military Caregiver Leave offers up to 26 weeks of unpaid job-protected leave within a single 52-week period to care for your spouse, partner, child, parent or next of kin who is a service member in the U.S. Armed Forces and who has incurred a serious illness or injury in the line of duty. This is an FMLA leave.
Bereavement Leave
Ambipar supports your need to grieve and attend to related matters when a family member passes away. You may take up to 3 paid workdays, for a maximum of 24 hours per event, to attend the funeral and take care of personal matters related to the death of a member of your immediate family.
Other Leaves
Please contact Benefits@Ambipar.com to inquire on other leaves that might be available to you.
This Benefits Website provides general information for our benefits-eligible employees; however, more detailed information is available within the plan documents and legal contracts between our company and the insurance providers. In case of any discrepancy between this Benefits Website and the plan documents, the plan documents always govern and determine your exact benefits. In addition, the company reserves the right to modify or terminate any benefit plan at any time. Benefits are not a guarantee of employment.