This salary continuation should apply only to salary, and not to fellowship
stipend.  Salary refers to an employer-employee relationship, whereas
fellowship (federally funded, at least) is explicitly nor
employer-employee.  So none of the benefits of an employer-employee
relationship should apply.

As for the application of this employee benefit to at least federally
funded employees (whether fully or partilally) funded on federal sponsored
programs, you most basic reference is the language in your F&A and benefits
agreement.  Likely it says " Vacation, holiday, sick leave pay and other
paid absences are included in salaries and wages ...."  In this case, it is
appropriate for the sponsored program to pay for these absences.  Therefore
your only problem would be where the disability period extends past the end
of the agreement, in which case the pay after the end date should not be
paid from the sponsored program.

Chuck

At 05:51 PM 4/1/2004, you wrote:

>All,
>
>Our Institute has a salary-continuation type of short-term disability
>policy, such that if somebody is out for a few weeks, the Institute
>continues to pay that person's salary during this absence.  If a person
>funded by a grant or fellowship goes out for, say, 30 days, would it be
>appropriate for the grant to pay for these costs?  Has anybody with a
>similar type of STD plan run into such a situation?
>
>Thanks in advance for your response.
>
>Pat Kaufman
>Director of Finance
>Stowers Institute for Medical Research
>Kansas City, MO
>816-926-4027    xxxxxx@stowers-institute.org
>
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Herbert B. Chermside, CRA
Virginia Commonwealth University
PO BOX 980568
Richmond, VA  23298-0568
Voice:  804-827-6036
Fax     804-828-2051
e-mail xxxxxx@vcu.edu

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