Staff Policies and Procedures Manual
VIII. Time Off/Leaves of Absence
G. Return to work from off-the-job injury
Reed College reserves the right to change, terminate or otherwise modify any or all provisions of the following benefits at any time and for any reason.
Except as otherwise provided by applicable law and specifically FMLA or OFLA leave laws, the following procedures must be followed by employees who wish to return to work following an off-the-job injury which has resulted in the employee's being off work for more than one calendar day.
- All requests to return to work must be made in writing, dated and signed by the employee.
- If medical attention is otherwise required, all requests to return to work must be accompanied by a dated, written release signed by the attending health care provider. This release must clearly specify whether the employee is released for the former job or is restricted in any way.
- Requests to return to work must be made no later than the seventh calendar day following the date specified for return to work on the written release signed by the attending health care provider. Except where recognized extenuating circumstances exist, failure to make an immediate request at the time of the physician’s notification of the capability to return to work will be considered a voluntary termination. Failure to seek a written release upon becoming able to return to work may constitute abandonment of employment.
- Requests to return to work may be brought in personally or mailed to the college. If mailed, the request should be directed to the Human Resources Office. Requests brought in personally will be deemed made the date on which the written request is given to the college. Mailed requests will be deemed made on the date of receipt. All requests will be date-stamped upon receipt.
- All requests to return to work must be directed to Human Resources.
- If the employee is not returned to work at the time of the request, he/she must contact Human Resources in person or by telephone once a week to renew the request. If a period of 10 days elapses without such a contact, he/she will be considered to have abandoned the request to return to work.
- All job offers will be made by telephone. It is the employee's obligation to keep the college advised of any changes in his/her telephone number. Unless the college is advised otherwise in the request to return to work, the most recent telephone number in the personnel file will be used.
- If offered a position in response to the request to return to work and it is refused, the employee will be considered to have voluntarily terminated employment.
last revised: 2/13/2012
last reviewed: 2/13/2012