Non-Work Related Medical Leave Return To Work

Non-Work Related Medical Conditions

This policy establishes guidelines to return employees to work who have non-work related medical conditions that may have an impact on their ability to perform their jobs. These guidelines are established to ensure employees do not aggravate existing medical conditions or suffer additional injuries when they return to work. This policy does not apply in Workers' Compensation circumstances.

Procedure

1. Contact your supervisor or chair/dean in advance to confirm the date you will return to work.
2. Prior to returning to work, have your health care provider complete a Fitness For Duty .
3. Send the certification to Human Resources in advance or bring it in on the date you return to work. Your return to work may be delayed if you do not provide a Fitness for Duty .
4. Work with your supervisor/chair/dean, Human Resources, and/or the University Environmental Health & Safety Office to accommodate work restrictions if necessary.
5. Contact the HR Benefits Specialist and/or the FMLA Coordinator if you will not be able to return to work. There may be additional benefits or other resources available in cases of long-term or permanent disability.

Please refer to your collective bargaining agreement or personnel plan and the Family and Medical Leave Act for additional information about your rights and responsibilities.

Return to Own Job

The Employee may come back to work if they have documentation from a medical professional about work restrictions and the restrictions do not interfere with their job. With employee's permission consultation with the medical professional may be required. These documents shall be maintained by Human Resources.

Partial Return to Work

Employees may return to work on a part-time basis with appropriate documentation. Documentation will be reviewed by the supervisor and HR to ensure the medical condition is not aggravated or potentially result in a work related injury. With employee's permission, a consultation with the medical professional may be required.

Temporary Reassignment to Light Duty Jobs

HR will document light duty jobs that are available on the campus. Supervisors, after consultation with HR, may temporarily reassign employees to light duty tasks that will not aggravate or potentially cause additional injury.

Contacts

Minnesota State Mankato
Human Resources
336 Wigley Administration Center
Phone: 507-389-2015

Chandler Holland, Health & Safety Director
Environmental Health & Safety
111 Wiecking Center
Phone: 507-389-5568
Email: chandler.holland@mnsu.edu