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TDI/TCI Quick Reference for Employers
TDI is income support for individuals out of work for non-work related illness or injury; TCI is income support (up to 4 weeks) for individuals out of work to care for seriously ill child, spouse, domestic partner, parent, parent-in-law, or grandparent, or to bond with a new born child, adopted child or foster child. TDI/TCI are financed entirely by payroll deductions.
Eligibility Requirements to collect TDI/TCI
- Taxable Wage Base - $72,300 for 2020; Tax Rate - 1.3% employee wage deduction
- No waiting period but must be unemployed due to illness/injury at least 7 days
- Monetary Eligibility - $12,600 in base period wages; or $2,100 in one of the base period quarters and total base period wages of at least 1.5 times the highest quarter earnings, and total base period earnings of at least $4,200.
- Nonmonetary Eligibility - Worked for RI covered employer and have medically certified disability.
Salary, Sick and Vacation Pay:
Employee can be paid salary, sick, and/or vacation pay while in receipt of TDI.
About Fraud and Misrepresentation Prevention
- Internal TDI program determines concurrent working and collecting benefits.
- Communication with WC Court, insurers and UI to prevent overlap of benefits.
- Fraud Unit investigations and prosecutions if warranted.
- Law allows for the impartial medical examination of TDI beneficiaries.
- Claims referred to Medical Consultant for review and recommendation, as needed
Learn more about TDI/TCI Fraud
TDI and Workers' Compensation (WC):
- TDI and WC cannot be received for the same weeks
- WC claim must be filed if the illness/injury occurred on the job
- If WC claim is contested, a TDI claim can be filed
- TDI is reimbursed if WC then pays for the weeks TDI has been paid
TDI and Unemployment Insurance (UI):
- TDI and UI cannot be received for the same weeks
- UI must be reimbursed if UI was paid for weeks TDI should have been paid.
Click the question to display the answer
1. Is an employee who plans to go on TCI leave required to give the employer 30 days notice?
YES, the Legislative Bill requires an employee to provide the employer with a 30 days notice in writing unless “unforeseeable circumstances” exist.
2. Do I have to hold an employee's exact positions while out on leave?
As indicated in the Legislative Bill, you can offer the person a comparable position with the equivalent seniority, status, employment benefits, pay and other terms and conditions including fringe benefits.
3. What can I expect to receive from TDI/TCI when an employee files?
TDI/TCI will send you a form to verify the last day the individual performed services for your company. Due to confidentiality reasons, TDI/TCI will not be able to share any other information with the employer.
4. What are the medical eligibility requirements for TDI?
To be medically eligible for TDI benefits, a Qualified Healthcare Provider (QHP) must certify the patient functionally unable to perform their customary and regular work duties and provide the length of time the patient is expected to be unable to work.
For eligibility to begin the first day he/she is disabled the patient must have an in-office examination by a licensed QHP that week, the week before or the week after, the disability began. A contact with the QHP via a telephone call is not acceptable by TDI law as a timely examination by a licensed QHP.
Additionally, the patient may be asked to make an appointment with an impartial medical examiner if we believe an exam is necessary. Benefits will be stopped if the claimant does not make or keep the appointment with the impartial medical examiner.
5. Can my employee collect TDI if I continue to pay them?
If you continue to pay your employees a salary, sick or vacation pay while they are out sick, they are allowed to receive TDI benefits.
6. Can my employee work part-time and collect TDI? TCI?
If your employee's Qualified Healthcare Provider indicates that the employee is able to return to work part time and you have work available for the employee, your employee may be eligible to collect partial TDI payments. Individuals are eligible to receive partial TDI benefits for any weeks in which their earnings are less than their weekly benefit rate.
If you employee is collecting TCI, they cannot
return to work part-time and continue collecting.
7. Can I obtain information about my employee's TDI/TCI claim?
NO. All information regarding a TDI claim is confidential. If TDI contacts you and requests information for one of your employees, this is a good indication that the employee has filed a claim for TDI benefits.
8. What if I suspect my employee is receiving TDI and shouldn't be?
If you suspect that one of your employees is receiving TDI benefits and should not be, you may contact the UI/TDI Fraud Unit at (401) 462-1522. Your call may be anonymous.
9. We are an out of state company and are hiring staff to work in Rhode Island, what is the process for these employees to be covered by the TDI system?
Contact the RI Division of Taxation, Employer Tax unit at 401-574-8700 and register with the state of Rhode Island. The Division of Taxation will provide instructions on registration and the appropriate TDI taxes to withhold from your employees wages. The RI employees will become subject to TDI.
- Deduct TDI tax from employees' wages; Send tax to Employer Tax Unit quarterly
- Provide employee wage and employment reports when requested by TDI
- Display Notice to All Employees Poster in the workplace.
Resources + Statistics
Email TDI at DLT.TDI@dlt.ri.gov or call the employer line at
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