Short answer: Usually not. Group LTD is normally integrated, so 60% is a target for total income, and the LTD check is reduced by SSDI, workers’ comp, state disability and similar benefits, often down to a small minimum benefit.
Most group LTD contracts define a benefit such as 60% of covered earnings, then subtract other income benefits: Social Security Disability (often including dependents’ benefits), workers’ comp, state disability or paid leave, and sometimes retirement benefits or employer salary continuation. The LTD check is what is left, usually with a minimum benefit set in the policy.
Employees who expect 60% on top of SSDI are surprised at claim time. Explain it as a floor on total disability income, not an extra.
Look in the contract for which sources are offset, whether later cost-of-living increases in SSDI are frozen so they do not cut the LTD benefit further, and whether the carrier estimates SSDI before an award. These are policy terms, not law. Federal law runs the other direction only for public benefits: workers’ comp can reduce SSDI (42 U.S.C. 424a), but private LTD cannot.