Frequently Asked Questions

These questions and answers summarize some of the plan’s highlights. For a complete description of your benefits please refer to the appropriate Plan Summary document in the Resource Library. If there are any differences between this information and the plan documents, the plan documents will govern.

Is maternity disability covered under the Voluntary Disability Plan?

Yes. Maternity disability is covered under the VDI plan. If you have questions about how the VDI plan works refer to the Voluntary Disability FAQVoluntary Disability Insurance Plan (VDI) FAQ
Common questions about voluntary disability insurance (VDI) at Stanford.
found in the Resource Library.

I'm going on maternity leave and confused about the length of time I’m considered disabled.

For a normal pregnancy, women are usually certified as disabled by their doctors for up to four weeks before the due date and up to six weeks after delivery (eight weeks for a C-section). However, the actual length of your disability will depend on your individual condition.

Complications such as toxemia, history of miscarriage, extreme morning sickness, anemia and other factors could extend the disability period both before and after delivery.

How do I add my baby to my benefits plans?

Click on MyBenefits in the upper right corner of this page, and then logon to add your baby. You can also call (877) 905-2985 and press option 9. To add the baby to your benefit plans, notify Stanford Benefits within 31 days of the baby’s birth.

If you do not have a Social Security number for your baby yet, you can leave that question blank when you make your changes. When you get your baby’s Social Security number, logon again or contact Stanford Benefits.

Stanford Benefits requires that you verify your dependents. A packet will be sent to you with a list of acceptable documentation you can provide to certify your baby.  You have 30 days from the date you added your dependent to fax the documentation to Stanford Benefits at 855-818-3246 or mail to Stanford Benefits, P.O. Box 199747, Dallas, TX 75219-9747. Please include your Stanford University ID number on each document you submit.

Is the birth of my baby a life event that allows me to change my medical plan?

If you submit a life event of birth/adoption of a child you have the opportunity to change your medical plan effective the date of birth/adoption.  However, there are things to consider before you make this change. 

Depending upon which medical plan you are enrolled, if you leave that plan any costs for services received after the date of birth could be your responsibility.  For example, you are enrolled in the PPO plan and want to change to Kaiser.  The delivery of your baby occurred at a non-Kaiser hospital. Kaiser only covers services at a Kaiser facility using Kaiser providers.  As a result, you may end up having to pay the cost of the delivery, hospital stay and any postpartum care as you would be considered a Kaiser member effective the date of birth/adoption. 

A plan change may also impact the provider from whom you want your child to receive care.  You can contact the UHR Service Team if you have questions about the implications of a plan change.

May I continue my benefits while on VDI leave?

Yes. You may continue all the same benefits while on VDI except the Dependent Day Care flexible spending account. We are required to suspend Dependent Day Care flexible spending accounts during a VDI leave, but it is reactivated when you return from your leave in the same calendar year.

Read the Flexible Spending Account (FSA) Summary and Flexible Spending Account (FSA)FAQ located in the Resource Library.

How do I pay for my benefits, and will the university contribution change?

While on disability, FTD or Family Leave without salary, the university continues to make the same contribution to your health and life benefits as it did while you were actively employed, but not to the retirement savings plan. Our direct pay administrator, Vita Administration Company, will send you a coupon book so  you can pay your portion of the cost on the 7^th and 22^nd of each month.

When on personal leave without salary, you pay the full cost of your benefits. There is no university contribution to your health and life benefits or to the retirement savings plan. You may be able to make changes to your benefits in this situation. Call Stanford Benefits toll-free at (877) 905-2985 and press option 9 for more information.

Does Family Leave run concurrently with Disability Leave for Maternity?

Yes. If you are eligible, FMLA runs concurrently with VDI. After your VDI ends you may request up to an additional 12 weeks of protected leave under California Family Rights Act (CFRA), if you qualify.

I’m confused about the different types of leave during maternity. Is there anything that explains the difference?

Look at the Typical Staff Maternity Leave matrix at the end of this document for an overview of how much time is allowed under each type of leave, what the requirements are and what hours can be used.

May I request additional time off to bond with my baby?

After you have completed your disability and CFRA leave, you may request a personal leave of absence from your manager. Your department is not obligated to grant this leave. When on a personal leave you pay the full cost of benefits; there is no university contribution.

May I use all accrued time to get paid while on family leave?

Yes. If you are on VDI and FMLA concurrently you may supplement your disability pay with sick, PTO, floating holiday and vacation time.

If I am doing Salary Continuation, may I continue my Dependent Day Care Spending Account?

No. Federal law does not allow contributions to a Dependent Day Care Spending Account while you are on leave. If you had a Dependent Day Care Spending Account before your leave and you return within the same year, you must notify Stanford Benefits within 31 days of the date you return to work so you can start using this account again.

Stanford Benefits will recalculate your contributions so you meet your original election amount by the end of the calendar year. If you return in a different calendar year, contact Stanford Benefits to start a DCSA if you wish to begin one within 31 days of your return to work.

For an explanation of Salary Continuation, please refer to the Voluntary Disability FAQ found in the Resource Library.

Can I enroll in the Dependent Day Care Spending Account when I return to work?

Yes. To start a Dependent Day Care Spending Account, click on MyBenefits in the upper right corner of this page and follow the process to make a family status benefits change. If you are unable to logon, call Stanford Benefits for assistance at (877) 905-2985 and press option 9.

You will not be able to add or make changes to a Dependent Day Care Spending Account until you return to work. When you return to work, you must make this change within 31 days of your return.

As a new employee am I eligible for maternity disability benefits?

Yes, but your benefit may be subject to a preexisting condition clause and limited to the state rate. This is a California requirement and not a Stanford rule. For additional information, refer to the VDI Statement of Coverage found in the Resource Library.

How Maternity Leave Works

Maternity leave is:

• Protected under California pregnancy Disability Leave (PDL).
• Protected under FMLA. If eligible, 12 weeks beginning on first day of leave.
• Protected under CFRA (California version of Federal Family & Medical Leave Act – FMLA).
  If eligible, 12 weeks beginning first day after PDL ends.