Returning to Work
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First Published :Tue Nov 25 22:21:43 GMT 2014
Last Modified :Fri Mar 02 20:33:06 GMT 2018
Last Published :Fri Mar 02 20:33:06 GMT 2018
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
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
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.
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 is not able to return to the position and has been notified that the position was not held for the employee’s return, the employee’s Tufts employment ends with the end of medical certification in these cases. However, the employee can apply for any position posted by Tufts University at the time the employee is medically cleared to work. There are no guarantees of re-employment.
If because the business of the unit, department or university division has change during the employee’s leave, and the employee’s previous position is no longer available, Tufts may offer the employee a position for which the employee is qualified, if any such positions are available. If there are no such positions available, the employee’s Tufts employment and benefits will end as they would for any employee separating from 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 for that gap, the University will treat the employee's conduct as a voluntary resignation. If the employee decides not to return to Tufts following a leave, the employee is requested to inform Tufts of that decision as soon as the employee is able to do so. Tufts will consider this separation as a voluntary resignation.
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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