Returning to Work

In order to facilitate the return to work transition, the following checklists are available for employees, supervisors, and HR Administrators:

Employee

1. Notify HR Administrator and/or supervisor of expected return to work date based on return to work certification/release from medical provider
2. Acquire Return to Work Release Form from medical provider and submit to HR Administrator and/or supervisor on or before day of return. *If such release is not received, your return to work will be delayed until the certification is provided
   • Return to Work Release Form
3. If applicable, discuss restrictions with HR Administrator
4. Discuss need for continued medical care absences with HR Administrator
   • If applicable provide updated release/certification noting changes in treatment frequency or duration
5. Ensure that time is reported using FMLA codes if you have on-going medical absences related to the approved FMLA request

Supervisor

1. Provide HR Administrator with employee’s expected return to work date, based on return to work certification/release from medical provider and/or communication from employee
2. Provide the employee’s return to work certification/release from medical provider to HR Administrator. *Supervisors should not retain a copy
3. If applicable discuss restrictions with HR Administrator before discussing with employee
4. Discuss need for continued medical care absences with HR Administrator
5. Ensure that time is reported using FMLA codes if the employee has on-going medical absences related to the approved FMLA request
6. Coordinate any potential position changes with HR Administrator, and ensure proper orientation is provided to the employee

HR Administrator

1. If applicable, submit return to work ePAF based on return to work certification/release from medical provider for employees own serious medical condition and/or communication from employee for other circumstances.
2. Provide the employee’s return to work certification/release from medical provider to UFHR Central Leave if change in frequency or duration is noted on med cert *Supervisors should not retain a copy
3. If applicable discuss restrictions with supervisor before discussing with employee
4. Discuss need for continued medical care absences with supervisor
5. Ensure that time is reported using FMLA codes if the employee has on-going medical absences related to the approved FMLA request
6. Coordinate any potential position changes with supervisor, and ensure changes are consistent with FMLA regulations
7. Continue to monitor FMLA leave until employee fully returns from leave, if applicable

• Return to Work Guide
• Return to Work Release Form