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  • Short-term Disability

    Short Term DisabilityShort Term Disability

    • The Short-term Disability benefit provides 66.67% of your weekly salary up to a maximum of $1,500 per week
    • There is a 14 day (unpaid) elimination period from the date last worked. If you have accruals, you must use that time during this period
    • You may use your leave banks to supplement the remaining 33.33% of your salary
    • You may receive paid benefits for up to 24 weeks after the waiting period
    • There are no pre-existing conditions exclusions

    Pima County employees are considered eligible for the Short-term Disability benefit if they are working in a current benefits eligible position for 90 days.       

    In addition, an employee must:

    • Be unable to work due to their own non-work-related illness or injury
    • Be under the care of a health care provider
    • Be unable to perform their assigned job duties
    • Have satisfied a 14-day elimination period

    Refer to Administrative Procedure 23-24 for additional information.

    Requesting Short Term Disability

    Contact HR Leave Administration at (520) 724-8076 or email HR Leave Administration. An employee requesting Short-term Disability must notify Human Resources Leave Administration, as soon as they can, to complete the following forms before the benefit will be considered for approval:

    • Statement of Employee Form
    • Physician Statement
    • Leave Administration Form
    • FMLA documentation (if applicable)

    Important Information

    • Inform Human Resources Leave Administration as soon as you know you will need to use the benefit
    • ASRS/PSPRS - Can affect credited service time if you do not use leave banks during use of short-term disability benefit
    • Benefits are taxable
    • May either use Parental Leave or Short-term Disability benefit

      Documents and Resources

      • Short-term Disability Brochure
      • 2020 Privacy Notice
      • Class 1 - All full-time and part-time employees excluding variable-time and temporary employees
      • Class 2 -  All full-time, regular part-time, or variable-time employees excluding temporary employees
      • Class 3 - All full-time, regular part-time, or temporary employees with at least 6 months of service


      For the purposes of Short-term Disability, childbirth is considered an illness.

      • You may either use Parental Leave OR the Short-term Disability benefit. Waivers shall be considered on a case-by-case basis    
      • If you qualify for FMLA, you must use concurrently with Short-term Disability

      To learn more about Parental Leave, please refer to the Administrative Procedure 3-20.


      How Does It Work?

      Example of a Short-term Disability claim:
      Lisa signed up for short-term disability insurance when she became a full-time employee two years ago. Recently she learned she has a health condition that will prevent her from working for eight weeks.

      Her policy has a maximum benefit of 66.67% of pay, up to $1,500 a week, and a maximum benefit duration of 24 weeks. Payments can begin after the 14-day waiting period. So Lisa’s benefits begin on the 15th day of her condition.

      Sample Benefit Statement

      Hourly Rate 


      Weekly Pay


      Maximum Benefit

      x 66.67%

      Weekly Benefit


      Approved benefit duration

      x 24 weeks*

      Total Short-Term Disability benefit (for 24 weeks)


      * After the 14-day waiting period

      All recipient will receive a separate W2.

      Steps to Submitting a Claim to Short-term Disability

      • Step 1: Employee or DPR Notifies HR Leave Administration
      • Step 2: Employee has the following forms completed and returns to HR Leave Administration
        • Statement of Employee Form
        • Physician Statement
        • Leave Administration Form
        • FMLA Documentation (if eligible)
      • Step 3: HR Leave Administration submits the completed form to Lincoln Financial


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      Tucson, AZ 85701

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      Fax: (520) 724-8150

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      Pima County provides equal access and equal opportunity in employment and services and does not discriminate.

      2019 Pima County Equal Employment Opportunity Plan (EEOP)

      2019 Pima County Attorney’s Office Equal Employment Opportunity Plan

      2019 Pima County Sheriff’s Department Equal Employment Opportunity Plan