Frequently Asked Questions

It is insurance to protect a portion of your income when you're unable to work due to illness or injury.

Short-term disability insurance replaces a portion of your income during the initial weeks of a disability.

Long-term disability insurance replaces a portion of your income during a disability that lasts for an extended period of time, typically longer than 90 days.

No. However, if you think that enrolling in the short-term disability plan may be an option you will consider later, be aware of the following:

• If you do not enroll during your initial 30-day eligibility period, you cannot apply to enroll until the next Annual Enrollment period, except in cases of an acquire event or loss of eligibility for other coverage. During the Annual Enrollment period, or when you experience an acquire event or loss of eligibility for other coverage, you will have to provide evidence of insurability by answering certain health questions and providing other information, if required. Coverage is not guaranteed.

Here are two examples that show you how your initial 30-day eligibility period for enrollment will differ from future Annual Enrollment periods:

Example 1: Employee is planning on having surgery and chooses short-term disability insurance during her initial 30-day eligibility enrollment period. She can enroll in short-term disability insurance at this time without answering health questions. When the surgery occurs, she is eligible for short-term disability benefits.

Example 2: Employee waived short term disability insurance coverage during her initial 30-day eligibility period. She now wants to enroll in short-term disability during a future Annual Enrollment period and is planning on having surgery the following year. She would need to enter an application for coverage in Edison and submit a completed Statement of Health form to MetLife for review of medical evidence of insurability. MetLife will review the application and determine if coverage is approved, denied or if additional information is required.

You have 30 days to enroll from the date you become eligible. You'll be eligible if you are (i) an employee working not less than 30 hours per week; (ii) a seasonal employee hired prior to July 1, 2015 with 24 months of service and certified by your appointing authority to work at least 1,450 hours per fiscal year (July-June); or (iii) deemed eligible by applicable federal law, state law, or action of the State Insurance Committee.

Coverage will become effective in the short-term disability plan on the first day of the calendar month following the date you complete a waiting period of one full calendar month of employment. The effective date may be later if you must submit evidence of insurability. You must be actively at work for your coverage to become effective.

You'll be eligible for the long-term disability plan if you meet the following eligibility rules: (i) an employee working no less than 30 hours per week; (ii) a seasonal employee hired prior to July 1, 2015 with 24 months of service and certified by your appointing authority to work at least 1,450 hours per fiscal year (July-June); or (iii) deemed eligible by applicable federal law, state law, or action of the State Insurance Committee.

If you are a newly eligible central state government or state higher education employee, you will be automatically enrolled in long-term disability, option 3, paid for by your employer. You may elect option 1, 2 or 4 instead, but you will pay 100% of the premiums.

If you are a newly eligible state offline agency employee, you may enroll in option 1, 2, 3 or 4 and pay 100% of the premiums. You will have 30 days from the date you become eligible to enroll without providing evidence of insurability.

Employees enrolled in long-term disability will continue enrollment in the plans in which they are currently enrolled unless a change is made during Annual Enrollment or due to experiencing a loss of eligibility for other coverage or acquisition of a new dependent event.

Coverage will become effective on the first day of the month following your completion of the waiting period of one full calendar month of employment. Coverage may be effective later if you are required to submit evidence of insurability and you are approved for coverage. You must be actively at work for your coverage to become effective.

Disability insurance might be right for you if you:

• Have little or no annual or sick leave saved
• Don’t have much in the way of savings or an emergency fund
• Take part in high-risk activities, for example sky diving, etc.

The state of Tennessee pays the full premium for long-term disability option 3 in which all newly eligible central state government and state higher education employees are automatically enrolled. The employee pays the full premium for short-term disability and long-term disability options 1, 2, and 4. State offline agency employees pay the full premium for short-term disability and long-term disability options 1, 2, 3 or 4, if enrollment is elected.

Premium rates for the plans can be found on the following websites, as well as in the Member Handbook.

• Microsite https://www.metlife.com/StateofTN
• ParTNers for Health website Insurance Premiums (tn.gov).

There are two benefit options from which to choose:

• Option A: Pays 60% of your pre-disability salary, up to a maximum of $2,500 per week, with an elimination period of 14 days.
• Option B: Pays 60% of your pre-disability salary, up to a maximum of $2,500 per week with an elimination period of 30 days.

Example: if a person’s annual pre-disability salary is $65,000, simply divide by 52 (weeks) and multiply by the benefit percentage of 60% to find your weekly benefit.

$65,000 / 52 x .60 = $750.00 per week of short-term disability benefit

There are four benefit options from which to choose. Newly eligible Central state government and state higher education employees are automatically enrolled in option 3 with premiums fully paid by their employer:

• Option 1: Pays 60% of your pre-disability salary, up to a maximum of $7,500 per month with an Elimination Period of 90 days.
• Option 2: Pays 60% of your pre-disability salary, up to a maximum of $7,500 per month with an elimination period of 180 days.
• Option 3: Pays 63% of your pre-disability salary, up to a maximum of $10,000 per month with an elimination period of 90 days. Note: Benefits received will be reported as taxable income for central state government and state higher education employees because premiums are paid for by their employer.
• Option 4: Pays 63% of your pre-disability salary, up to a maximum of $10,000 per month with an elimination period of 180 days.

Example: A person’s pre-disability earnings are $60,000. Divide by 12 (months) and then multiply by the benefit percentage for the plan, either 60% or 63%, to find your monthly benefit amount.

$60,000 / 12 x .63 = $3,150.00 per month of long-term disability benefit

For short-term disability

“Disabled” or “disability” means that, due to sickness, or as a direct result of accidental injury:

• You are receiving appropriate care and treatment and complying with the requirements of such treatment; and
• You are unable to earn more than 80% of your pre-disability salary at your own job at the state of Tennessee.

For purposes of determining whether a disability is the direct result of an accidental injury, the disability must have occurred within 90 days of the accidental injury and resulted from such injury independent of other causes.

If your occupation requires a license, the fact that you lose your license for any reason will not, in itself, constitute disability.

For long-term disability

“Disabled” or “disability” means that, due to sickness, or as a direct result of accidental injury:

• During the Elimination Period and the next 36 months (or 24 months for Plans 1 & 2) of sickness or accidental injury
  • You are unable to perform the duties of your Own Occupation and you are receiving appropriate care and treatment and complying with the requirements of such treatment; or
  • You are unable to earn more than 80% of your pre-disability salary at your Own Occupation and you are receiving appropriate care and treatment and complying with the requirements of such treatment.

• After such period:
  • You are unable to perform the duties of any occupation for which you are reasonably qualified taking into account your training, education and experience and you are receiving appropriate care and treatment and complying with the requirements of such treatment; or
  • You are unable to earn more than 60% of your pre-disability salary from any employer in your local economy at any gainful occupation for which you are reasonably qualified taking into account your training, education and experience and you are receiving appropriate care and treatment and complying with the requirements of such treatment

For purposes of determining whether a disability is the direct result of an accidental injury, the disability must have occurred within 90 days of the accidental injury and resulted from such injury independent of other causes.

Your gross base annual salary is defined as your pre-disability salary. The gross base annual salary you make on Sept.1 of each calendar year determines the benefit you are eligible for beginning Oct.1 of each calendar year.

• For new hires, pre-disability salary will be based on your date-of-hire salary, and coverage will be effective after you complete one full calendar month of employment.
• Annually, there will be a benefit and premium level adjustment. If your salary has changed from the prior year, your benefit and premium will change accordingly using the gross base annual salary you make on Sept.1. This adjustment will become effective on Oct.1. (Premiums are paid by the state for long-term disability option 3, for central state employees and state higher education employees.)

The maximum Benefit Period for short-term disability is 26 weeks and begins on the benefit start date, which is the day after you satisfy the Elimination Period of either 14 days or 30 days. Please note – because every disability is different, not every disability may last for the entire maximum benefit period.

MetLife will use information submitted by your treating physician to determine your approvable Disability Period. The disability period is the period of time the claimant is deemed disabled per the plan definition. The disability period begins on the date of disability and includes the elimination period and the benefit period. Benefits are only payable during the benefit period and only after the claimant has exhausted all accrued paid leave (annual, sick, and compensatory and any other employer paid leave programs). This does not include paid time from a sick leave bank; however, pay received from a sick leave bank will offset the disability benefits. The length of the disability period and benefit period depends on your specific disability, and every disability is different.

If you are under age 65 on your date of disability, the benefit period may last up to your Social Security normal retirement age. If you are age 65 or older on the date of disability, your maximum Benefit Period is as follows:

• Age 65: 24 months
• Age 66: 21 months
• Age 67: 18 months
• Age 68: 15 months
• Age 69 & over: 12 months

MetLife will use information submitted by your treating physician to determine your approvable Disability Period. The disability period is the period of time the claimant is deemed disabled per the plan definition. The disability period begins on the date of disability and includes the elimination period and the benefit period. Benefits are only payable during the benefit period, which starts on the day after the elimination period has been satisfied, and only after the claimant has exhausted all accrued paid leave (annual, sick, and compensatory). The length of the disability period and benefit period depends on your specific disability, and every disability is different so your claim may not last for the entire benefit period.

The elimination period means “the period of your disability during which MetLife does not pay benefits.” It’s your waiting period. The elimination period starts on the day you become disabled and runs concurrently with any pay received for accrued leave, sick leave and compensatory leave or pay withdrawn from the Sick Leave Bank as well as any other employer paid leave programs must be exhausted before disability benefits will begin. This does not include paid time from a sick leave bank; however, pay received from a sick leave bank will offset the disability benefits.

For short-term disability, there are two elimination period options available to employees:

• Option A has an elimination period of 14 days for both accident and sickness.
• Option B has an elimination period of 30 days for both accident and sickness.

For long-term disability, there are two elimination period options:

• Options 1 and 3 have an elimination period of 90 days.
• Options 2 and 4 have an elimination period of 180 days.

The length of the elimination period affects the premium rate. A shorter elimination period means your monthly premium will be higher. A longer elimination period means you pay a lower monthly premium because you wait longer to receive a benefit.

Short-term disability benefits are issued weekly. MetLife will process claims within five business days of receiving all required information. Once an approval decision is rendered by MetLife and you satisfy the elimination period and no longer have accrued annual leave, sick leave, and/or compensatory leave, benefit payments will be issued weekly each Tuesday for the prior week’s benefit period. Payments are issued via paper check and mailed to you at your address on file with MetLife. Direct deposit/EFT is also available and once registered, payments will be deposited into the designated bank account within three business days of being issued. The weekly benefit checks cannot be sent to your employer, a doctor, or hospital.

Long-term disability benefits are issued monthly based on a 30-day rolling calendar month which begins on the benefit start date. MetLife will process claims within five business days of receiving all required information. Once an approval decision is rendered by MetLife and you satisfy the elimination period and no longer have accrued annual leave, sick leave, and/or compensatory leave, and have exhausted your short-term disability benefits, if any, benefit payments will be issued monthly and are for the prior 30-day period of disability. Benefit payments are not issued on the same day each month for all long-term disability claimants. Payments are issued via paper check and mailed to you at your address on file with MetLife. Direct deposit/EFT is also available and once registered, payments will be deposited into the designated bank account within three business days of being issued. The monthly benefit checks cannot be sent to your employer, a doctor, or hospital.

Yes. You are required to pay your short-term disability premiums while you are out on disability to keep your short-term disability insurance in force. You will be direct billed for short-term disability premiums just as you are for other benefits such as medical and dental.

For central state government and state higher education employees enrolled in long-term disability option 3, you do not have to pay the premiums for this coverage. Premiums are paid for by your employer.

If you are a central state government or state higher education employee enrolled in long-term disability options 1, 2 or 4, or an employee of a state offline agency enrolled in long-term disability option 1, 2, 3 or 4, you must pay your long-term disability premiums during the elimination period to keep your long-term disability insurance in force. You will be direct billed for long-term disability premiums just as you are for other benefits such as medical and dental. Once you are eligible to receive long-term disability benefits, premiums will be waived.

No. If you are eligible for short-term disability coverage on your date of disability, then your current claim benefits will not be impacted and will continue to be administered until you are no longer considered disabled according to the rules outlined in the plan.

No. If you are eligible for long-term disability coverage on your date of disability, then your current claim benefits will not be impacted and will continue to be administered until you are no longer considered disabled according to the rules outlined in the plan.

Yes. MetLife will work with you to determine if you qualify to receive any benefits and what those benefits are.

Short-term disability benefit payments will stop. If you are enrolled in the long-term disability plan, you may begin to receive long-term disability benefits after your short-term disability benefits end.

Yes. The following income sources will reduce your disability benefit:

• Any sick leave, accrued leave, compensatory leave or other salary continuation that the policyholder (the state) pays to you
• Any disability or retirement benefits which you receive because of your disability or retirement under a Railroad Retirement Act or any state or public employee retirement or disability plan
• Any income received for disability or retirement under the policyholder’s retirement plan, to the extent that it can be attributed to the policyholder’s (the state’s) contributions
• Any income received for disability under another group insurance policy (for example, if you are a member of TSEA and have a group disability policy so are covered under both disability plans)
• Any income received for workers’ compensation
• Any employer paid leave program

The above list is not all inclusive. Please read the Short-Term Disability Certificate of Insurance for the full legal details. Click here to view the certificate.

Yes. The following income sources will reduce your disability benefit:

• Any disability or retirement benefits which you, your spouse and/or child(ren) receive or are eligible to receive because of your disability or retirement under the Federal Social Security Act, Railroad Retirement Act, any state or public employee retirement or disability plan; or any pension or disability plan of any other nation or political subdivision
• Any income received for disability or retirement under the policyholder’s retirement plan, to the extent that it can be attributed to the policyholder’s (the state’s) contributions
• Any income received for disability under another group insurance policy (for example, if you are a member of TSEA and have a group disability policy so are covered under both disability plans)
• Any sick pay, vacation pay or other salary continuation that the policyholder (the state) pays to you
• Workers' compensation or a similar law which provides periodic benefits
• Any income that you receive from working while disabled to the extent that such income reduces the amount of your monthly benefit
• Other income in the form of a single sum payment

The above list is not all inclusive. Please read the Long-Term Disability Certificate of Insurance for the full legal details. Click here to view the certificate.

Yes. The short-term-disability or long-term disability claim will run concurrently with the workmen's compensation claim, and any income payments received from workmen's compensation would be an offset to the short-or-long-term disability benefit payments.

Yes. The following income sources will not reduce your disability benefit:

• Early retirement benefits that you have not voluntarily taken
• Veteran’s benefits
• Individual disability income insurance policies
• Benefits received from an accelerated death benefit payment

The above list is not all inclusive. Please read the Short-Term Disability Certificate of Insurance for the full legal details. Click here to view the certificate.

Yes. The following income sources will not reduce your disability benefit:

• Cost of living adjustments that are paid under any above sources of other income
• Early retirement benefits that you have not voluntarily taken
• Veteran’s benefits
• Individual disability income insurance policies
• Benefits received from an accelerated death benefit payment

The above list is not all inclusive. Please read the Long-Term Disability Certificate of Insurance for the full legal details. Click here to view the certificate.

You are required to use all of your accrued leave before your disability payments begin. This includes all sick leave, annual leave, and compensatory leave. Any accrued leave that extends beyond the short or long-term disability benefit start date will be an offset to the disability benefit. You will not be paid from two different sources for your disability. Your disability benefit payment from MetLife will begin after your pay from any accrued leave ends.

Every employee’s situation is different. Consider how much accrued sick and annual leave you have when deciding whether to purchase short-term and/or long-term disability insurance.

You are not required to use days from the Sick Leave Bank. However, if you withdraw days from your Sick Leave Bank, any Sick Leave Bank days that extend beyond the short-term disability benefit start date will be an offset to the disability benefit. You will not be paid from two different sources for your disability. Your disability payment from MetLife will begin after your pay from the Sick Leave Bank ends.

You are not required to use days from the Sick Leave Bank. However, if you withdraw days from your Sick Leave Bank, any Sick Leave Bank days that extend beyond the long-term disability benefit start date will be an offset to the disability benefit. You will not be paid from two different sources for your disability. Your disability benefit payment will begin after your pay from the Sick Leave Bank ends.

If you are on family and medical leave due to your own disability, you may be eligible to receive disability benefits if you meet the definition of disability per the plan. If you are on family and medical leave for any other reason, such as care of a family member, for example, you are not eligible to receive disability benefits. While on family and medical leave, you will be billed for disability coverage just as you are for other benefits, such as medical and dental.

You can take family and medical leave when your child is born. The mother, if enrolled as an employee in the disability insurance, can also use disability benefits due to the birth of a child. If you use family and medical leave for any reason other than your own disability such as to care for a family member, you may continue your short-term disability coverage while you are on leave. You will be billed for disability premiums just as you are with other benefits such as dental or life insurance.

If you are on family and medical leave due to your own disability, you may be eligible to receive disability, benefits if you meet the definition of disability per the plan. If you are on family and medical leave for any other reason, such as care of a family member, for example, you are not eligible to receive disability benefits. While on family and medical leave, you will be billed for disability coverage just as you are for other benefits, such as medical and dental.

Your disability insurance coverage will end at midnight on the date you terminate employment. Members enrolled in the state’s disability insurance program for at least 12 calendar months whose employment ends due to a reason other than disability may convert their coverage to an individual disability policy or a non-state sponsored group disability plan. They must do so within 30 days of the end of their disability insurance coverage. MetLife will mail the eligible member a conversion enrollment packet which includes an enrollment packet which includes an enrollment form, plan summary and premium rate sheet. This option is not available to a member whose coverage ends due to non-payment of premiums.

For short-term disability coverage, central state government, state higher and employees of state offline agencies may cancel coverage during the Annual Enrollment period or by giving at least 30 days advance written notice. You may change your coverage option during the Annual Enrollment period or when you experience an acquire event or loss of eligibility for other coverage event; however, if you are currently enrolled and requesting to change from short-term disability option B to option A, you will be required to submit an Evidence of Insurability application.

For long-term disability coverage, enrollment in option 3 cannot be cancelled because it is provided to you at no cost by your employer for central state government and state higher education employees. If you are a central state government or state higher education employee enrolled in long-term disability long-term disability options 1, 2 or 4 and cancel at Annual Enrollment or by providing 30 days written notice, you will be automatically enrolled in long-term disability option 3, and you will not be required to answer health questions. Employees of state offline agencies can cancel their long-term disability coverage during Annual Enrollment or by providing 30 days written notice.

If you were entitled to receive disability benefits under the long-term disability plan at the time of death, your beneficiary, designated for the long-term disability insurance program, will receive a benefit equal to three times the lesser of:

• the gross monthly disability benefit paid for the calendar month immediately preceding your death; or
• the gross monthly benefit you were entitled to receive for the month you die, if you die during the first month that disability benefits are payable. 

The benefit will be paid in a lump sum.

If there is no designated beneficiary on file at the time of death, MetLife may determine the beneficiary according to the following order:

1. Your spouse, if alive;
2. Your child(ren), if there is no surviving spouse;
3. Your parent(s), if there is no surviving child(ren);
4. Your sibling(s), if there is no surviving parent(s)
5. Your estate, if there is no surviving sibling(s)

No. The disability insurance program is for active and eligible employees only. If your spouse is also an active and eligible employee, he or she may apply as an employee.

Yes. Short-term and long-term disability insurance typically do not cover any disability caused or contributed to by any of the following means:

• Acts of war, insurrections, riots, rebellion(s) or terrorist acts.
• Intentionally self-inflicted injuries or attempted suicides.
• Commission of or attempt to commit a felony.
• Disability(ies) caused or contributed to by elective treatments or procedures include items such as cosmetic surgery(ies), liposuction, or visual correction surgery.

For a full list of exclusions, please read the Disability Certificate of Insurance. Click here to view the certificates.

Short-term disability: No.

Long-term disability: Yes. Your disability benefits will be limited to a lifetime maximum benefit equal to the lesser of 24 months or the maximum benefit period if you are disabled due to one or more of the following medical conditions: alcohol, drug or substance abuse or addiction or mental and nervous disorders or diseases. Please review the long-term disability Certificate of Insurance for specific details. Click here to view the certificate.

There are no benefit exclusions for pre-existing conditions under short-term disability insurance.

Yes. Under long-term disability insurance, if you become disabled within the first 12 months of your coverage becoming effective, the plan will not cover a sickness or accidental injury for which you received treatment, consultation or care, or took medications or were prescribed medications in the three months prior to your participation in the plan.

Yes, you may enroll in both short-term disability insurance and/or long-term disability insurance. Your long-term disability benefits will not begin until after your short-term disability benefits have been exhausted and your long-term disability Elimination Period is satisfied.

Newly eligible employees have 30 days after their initial eligibility date to enroll and will not be required to answer health questions. If you do not enroll during your initial 30-day eligibility enrollment period, you must wait until the Annual Enrollment period, or when you experience an acquire event or loss of eligibility for other coverage. Then, if you decide to enroll in short-term disability, you will have to answer questions about your health. Newly eligible central state government and state higher education employees are automatically enrolled in long-term disability, option 3, paid for by their employer.

• If enrolled in short-term disability timely, as a newly eligible employee (or any long-term disability coverage option eligible employees of state offline agencies) coverage is effective on the first day of the calendar month following the date you complete the waiting period of one full calendar month if you are actively at work on that date. If you are not actively at work on the first of the month following your completion of one full calendar month, then coverage will be effective on the first day you return to active work. This means there is no coverage for a disability already in progress on your normal effective date. Enrollment in long-term disability option 3, is automatic for newly eligible central state government and state higher education employees and will also become effective on the first day of the calendar month following the date you complete the waiting period of one full calendar month, your eligibility date, if you are actively at work on that date.
• If enrolled in short-time disability timely (or long-term disability for employees of state offline agencies), within 30 days of an acquire event or 60 days of a loss of eligibility for other coverage, you will be required to answer medical questions and coverage will be effective the later of the first day of the calendar month following the date MetLife approves the medical request if approval is made by the 15th of the month, or the first day of the second calendar month following the date MetLife approves the medical request if approval is made on or after the 15th of the month, if you are actively at work on the effective date. If you are not actively at work on the effective date, then coverage will be effective on the first day you return to active work. This means there is no coverage for a disability already in progress on your normal effective date.
• If applying for enrollment in short-term disability during the Annual Enrollment period, you will be required to answer medical questions. If MetLife approves your coverage, coverage will be effective the later of the first day of the calendar year following the Annual Enrollment period, or the first day of the calendar month following the date MetLife approves the medical request if approval is made before the 15th of the month, or the first day of the second calendar month following the date MetLife approves the medical request if approval is made on or after the 15th of the month, if you are actively at work on the effective date. If you are not actively at work on the effective date, then coverage will be effective on the first day you return to active work. This means there is no coverage for a disability already in progress on your normal effective date.

Central State Government and State Higher Education Employees: Coverage for short-term disability and long-term disability options 1, 2 and 4 is paid through payroll deductions. The employer pays for LTD Option 3, for which newly eligible central state government and state higher education employees are automatically enrolled.

State Offline Agency Employees: All short-term and long-term disability coverage is paid for by the member. Consult with your agency benefits coordinator regarding possible payroll deductions.

Newly eligible central state government and state higher education employees will be automatically enrolled in long-term disability insurance, option 3. Action is not required.

Enroll in short-term disability insurance (or long-term disability insurance for employees of state offline agencies) online in Edison Employee Self Service during your initial 30 day eligibility enrollment period. During this enrollment period, no health questions will be asked. If you are enrolling in short-term disability for the first time or switching from short-term disability option B to option A during the Annual Enrollment period or within 30 days from an acquire event or 60 days from loss of eligibility for other coverage, then complete a paper Enrollment Change Application and follow further instructions provided by your agency benefits coordinator. You will be required to answer health questions for these enrollments. Employees of state offline agencies can also enroll in long-term disability for the first time during the Annual Enrollment period or within 30 days from an acquire event or 60 days from a loss of eligibility for other coverage by completing a paper Enrollment Change Application and a Statement of Health form for medical underwriting review by MetLife.

You will need to file a disability claim with MetLife.

There are three ways to file a claim

1. Call the MetLife Claims Center at 1-855-700-8001 from 7 a.m. – 10 p.m. CT, Monday – Friday

2. File a claim online at www.metlife.com/mybenefits

3. File a paper claim by downloading a form from www.metlife.com/mybenefits. Send your completed claim form to the MetLife claim’s office or fax it to number below: 

Metropolitan Life Insurance Company
PO Box 14590
Lexington, KY 40512
Fax: 1-800-230-9531

Whether you file by phone, online or by paper, you can track the status of your claim online through MetLife’s “My Benefits” site www.metlife.com/mybenefits, or via the MetLife US App. Simply search for "MetLife" on the iTunes® App Store or Google Play to download the app. For more information on filing a claim, watch the following video.

• Name
• Social Security number
• Edison Identification Number
• Contact phone number
• Job title
• Supervisor’s name
• Contact information
• Reason for your absence

A MetLife claim specialist will be assigned to your claim. He or she will review the information on your claim. This includes medical reports from your doctors, information from your employer, and other sources necessary to make a determination of your claim. The frequency of the medical and supporting information requested will vary depending on the circumstances of each specific claim.

If your claim is denied, you may appeal the decision. Upon your written request, MetLife will provide you with copies of documents, records and other information relevant to your claim. You must submit your appeal to MetLife at the address on the claim form within 180 days of receiving MetLife's decision. 

Please read the Disability Certificate of Insurance for more information. Click here to view the certificates.

Time away from work for short-term and long-term disability will be coded as “leave without pay”.

No. Time away from work for short-term and long-term disability will be coded as “leave without pay” which does not allow for accrual of leave time or service credit.

The MetLife Rehabilitation Program supports an employee with returning to work safely by providing resources to assist where appropriate. The Rehabilitation Program plan is managed as a team effort and involves the employee, the state of Tennessee, the employee’s treating provider(s) and MetLife clinical and return-to-work consultants. Each Rehabilitation Program is customized to meet the needs of the employee and is based on an assessment of the employee’s capabilities and medical condition. The state of Tennessee’s disability plan is designed to provide advantages and financial incentives for participating in MetLife’s Rehabilitation Program. Participation in the state of Tennessee Rehabilitation Program is mandatory when MetLife deems it mandatory, and benefits will end on the date the employee ceases or refuses to participate in the program. 

The Rehabilitation Program may include, but is not limited to, an employee’s participation in one or more of the following activities:

• return to work on a modified basis with a goal of resuming employment for which you are reasonably qualified by training, education, experience and past earnings;
• on-site job analysis;
• job modification/accommodation;
• training to improve job-seeking skills;
• vocational training; and/or
• restorative therapies to improve functional capacity to return to work.

If you experience a disability that prevents you from calling MetLife to report your claim, someone can call MetLife (1-855-700-8001) and report the claim on your behalf. This can be someone from the state of Tennessee human resources team, a family member or other person who is aware of your situation. This person should be prepared to provide as much information as possible about your current condition, treating physician(s), and/or hospital name and location, including any relevant contact phone numbers that would be helpful for claims administration.

When MetLife receives a claim for a pregnancy, they review the details to determine the appropriate approval Disability Period for both ante-partum (prior to delivery) and post-partum (after delivery) per the following guidelines: 

• Normal vaginal delivery is approvable for six weeks from and including actual delivery date. Cesarean delivery (C-section) is approvable for eight weeks from and including actual delivery date.
• If you require additional time beyond the standard six or eight weeks after delivery, then detailed medical documentation must be submitted to MetLife.
• A pregnancy claim is also approvable for up to two weeks prior to delivery which does not require submission of detailed medical documentation. However, if your first day absent exceeds the delivery date by more than two weeks prior to delivery, then detailed medical documentation must be submitted to MetLife.

Central State Government and State Higher Education Employees: Premiums for short-term disability and long-term disability options 1,2, and 4 are deducted post- tax and paid by the employee; therefore, benefits received are not taxable income. Long-term disability option 3 premiums are paid by your employer; therefore, benefits received are considered taxable income and will appear on your W-2.

Employees of State Offline Agencies: Premiums for all short-term disability and long-term disability option are deducted post-tax and paid by the employee; therefore, benefits are not taxable income. Employees should consult with their agency benefits coordinator regarding detailed premium payment information.

The maximum covered monthly salary is $18,055.57 or $216,666.84 annually.

The maximum covered monthly salary is $15,873.02, or $190,475.24 annually for long-term disability options 3 and 4.

The maximum covered monthly salary is $12,500, or $150,000 annually for long-term disability options 1 and 2.

Time enrolled by the Member in the prior Higher Education Plan will count toward the satisfaction of pre-existing limitations under the State Program.