Your GIDIP Benefits at a Glance

Your GIDIP Benefits at a Glance




Benefit payment begins on the 15th consecutive day of Total Disability calculated from the first shift missed or the date your Doctor disables you, whichever is later. For any one period of Total Disability, benefits are payable for a maximum of 18 weeks . "Total Disability" or "Totally Disabled" means that you are completely unable to perform any and every duty of your regular occupation due to sickness or accidental injury; not working for wage or profit, and you are under the regular, active, supervised care of a Physician (doctor of medicine), and you are following the prescribed, recognized treatment for the Totally Disabling condition.

Your weekly Short-Term Disability Benefit is non-taxable and will be paid at the rate of 55% of basic weekly earnings plus longevity but exclusive of bonus and overtime pay.

Written proof of claim must reach the Plan Administrator's, Canadian Benefits Consulting Group Ltd., office not later than 90 days following commencement of your Total Disability.

You may be asked to submit Supplementary Medical evidence during your period of Total Disability. To avoid interruption in benefit payment, the prompt submission of the requested medical information will prevent delays. It is the member's responsibility to provide medical information to support their claim.

Additional medical evidence may be requested directly from your Physician. If this occurs, you will be advised in writing by the Plan Administrator.



Your Plan incorporates a period of time for which you will be required to claim Employment Insurance (EI) Sick Benefits.

After 20 weeks of Total Disability (2 weeks waiting period and 18 weeks of GIDIP STD I benefits) you are eligible to apply for EI Sick Benefits. EI provides sick benefits for a maximum of 15 weeks. This benefit is taxable.

EI benefits are based on 55% of salary to a maximum of $413 per week in the year 2002.
To avoid interruption of benefit payment, you should file your EI claim two weeks prior to receipt of your maximum STD I GIDIP Benefits.

A Record of Employment (ROE) must be submitted to Employment Insurance as well. This document should be requested from Personnel Services (Employer).

If for any reason Sick Benefits are declined under EI, or there is a lapse between the day your GIDIP STD I benefit ended and your EI became effective, contact the Plan Administrator, Canadian Benefits, immediately at 1-800-268-0285 or (416) 488-7755.




After 35 weeks of continuous Total Disability, (20 weeks STD I + 15 weeks EI sick benefits), you are eligible to apply for the second phase of your STD benefit.

STD II benefits are non-taxable and paid at the rate of 52% of basic weekly earnings plus longevity pay. The maximum eligible benefit period under STD II is 17 weeks. A Supplementary or Continuation of Disability Claim Form will be forwarded to you prior to the end of your EI benefit period if you have not returned to work.

You may be eligible for Canada/Quebec Pension Plan (CPP/QPP) Disability Benefits after completion of a 17-week elimination period for this benefit. If you have a prolonged and severe illness, it is advantageous to your retirement CPP/QPP program to apply under the disability CPP/QPP Plan. Benefits under this program are taxable.

For any period of Total Disability resulting from illness or injury, your GIDIP Disability benefits will be reduced by 90% of any amounts received from the CPP/QPP Disability Plan in respect to you.

You may obtain an application for CPP/QPP disability benefits by contacting your local Income Security Programs office.

For the year 2002, the maximum CPP the Disability Benefit Level is $ 956.05 (Primary) and $ 183.77 (Each Dependent Child). Your maximum QPP disability Benefit Level is $ 956.02 (Primary) and $ 58.35 (Each Dependent Child). This amount is adjusted annually for any change in the Consumer Price Index (CPI).



For any period of Total Disability resulting from injury arising out of your employment with your Employer, an advancement of GIDIP benefits may be considered on an assignment basis pending settlement of your Workers' Compensation (WC) claim.* This is referred to as "bridge-financing". Under the terms of the GIDIP Policy, the amount of benefits received on account of Total Disability from WC will be deducted from your GIDIP benefit. Therefore, you must complete a Reimbursement Agreement Form allowing Manulife Financial and the Plan Administrator to communicate with WC; and promising that you will repay GIDIP if your WC claim is approved for benefit at a later date.

  • Please note, you must meet the medical requirements for Total Disability under the GIDIP plan to be considered for "bridge-financing".



There is an elimination (or "waiting") period for Long Term Disability Benefits of 52 weeks (2 weeks sick time, usually paid by the Employer, 18 weeks GIDIP STD I benefits, 15 weeks EI sick benefits and 17 weeks of STD II benefits).

LTD benefits are non-taxable and calculated at 52% of basic monthly earnings plus longevity, and are paid on the 15th and 30th of each month, in arrears. The definition of 'Total Disability' changes after 2 years of receiving LTD benefits.

In order to further assist those Members who become Totally Disabled under the LTD portion of the GIDIP, a Cost of Living Allowance (COLA) is applied after you have been receiving LTD benefits continuously for two years. The COLA is calculated at 50% of the Consumer Price Index to a maximum of 4% annually to the earlier of recovery, retirement, or death.

Once your LTD claim has been accepted, Manulife Financial, the Underwriting Insurance Company, will provide your with any additional details required.



For benefit consideration of a Recurrent Total Disability, a new claim form must be submitted to the Plan Administrator/Insurer for review and you must be under the care of a Physician. Please refer to your GIDIP Benefit Booklet or contact Canadian Benefits if you have any questions.


This brochure is put together as a tool to assist you in understanding your disability plan and is not meant to replace the Group Insurance Disability Policy.



lc: en Your GIDIP Benefits at a glance - June05