Returning to Work
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First Published :Tue Nov 25 22:21:43 GMT 2014
Last Modified :Wed Apr 26 21:08:24 GMT 2017
Last Published :Wed Apr 26 21:08:24 GMT 2017
Reference for all constituents of Tufts with inquiries about the returning to work after taking a Leave of Absence from Tufts University.
Audience: All current Staff Employees (Note: Faculty time off varies by school)
The below applies to regular Employees. Faculty can consult with Faculty Affairs.
Returning to Work (General)
An employee out on a leave of absence is responsible for notifying Human Resources as soon as possible of the employee’s intent or ability to return to work, or any change in the employee’s intended date of return. In most cases of extended leave, Tufts will expect at least two (2) weeks’ advance notice. Human Resources will inform the employee regarding what documentation the employee must submit to Tufts before the employee will be permitted to return to work. If the employee’s leave of absence was due to the employee’s own health condition, the employee may be required to provide a “fitness for duty” certification form from the employee’s health care provider, verifying the employee’s ability to return to work, with or without restrictions.
Upon returning to work, during the applicable job protection period, the employee typically will be reinstated to the position the employee held just prior to the leave of absence. If the employee returns to work after the applicable job protection period, and the employee’s previous position is no longer available, Tufts may offer the employee a similar position for which the employee is qualified, if any such positions are available. If there are no such positions available, the employee may be discharged from employment, and benefits will end as they would for any employee ending employment with the University.
If an employee is medically released to return to work and fails either to return to work or to provide the University with a timely and satisfactory explanation, the University will treat the employee's conduct as a voluntary resignation.
Returning to Work ( FMLA)
Upon return from FMLA leave, most employees will be restored to their original or equivalent positions with equivalent pay and benefits.
Upon returning from FMLA leave that has not exceeded twelve (12) weeks, or twenty-six (26) weeks in the case of military caregiver leave or military caregiver leave combined with leave for any other purpose under the FMLA, the employee will be returned to the same position that he or she left when the leave began or to an equivalent position with equivalent pay, benefits, and other terms and conditions of employment, in accordance with the conditions provided for such reinstatement under the FMLA. The employee will be reinstated without loss of employment rights or benefits that the employee had earned or accrued prior to the beginning of the leave, except to the extent such benefits were used or paid during the leave.
If the employee is returning from medical leave or from parental leave taken in conjunction with pregnancy or childbirth, the employee may be required to provide medical certification of his or her ability to return to work.
If the employee decides not to return to Tufts following an FMLA leave, the employee is requested to inform Tufts of that decision as soon as the employee is able to do so. Tufts may then end the leave and employment will terminate. If the employee fails to return to work at the end of an approved leave, Tufts may discharge the employee.
Please visit the Time Off and Leaves of Absence section of AccessTufts and the Employee Handbook for information on the University’s policies regarding Returning to Work after a leave of absence.
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