Return to Work With Restrictions

Follow these steps when you are ready to return to work with restrictions:

  1. Contact your department at least 10 days prior to your expected return-to-work date.
  • If your return-to-work date is different than expected, contact your department and Sedgwick as soon as you know your return-to-work date.
  • If you cannot return to work as planned, contact your supervisor AND call Sedgwick at 1-855-311-9661.
  • If your return-to-work date is different than what you originally reported to Sedgwick, your accruals (sick, vacation and personal), as well as your use of Family Medical Leave (FML) days could be affected. If you are an exempt employee (salary), and fail to report your actual return-to-work date to Sedgwick, you will not be paid until you do so.
  • If you are returning to work from a new child leave with restrictions, submit the specific date you intend to return to work to Sedgwick and HR Shared Services.
  1. Obtain release to return to work from your physician.

  2. Submit the Medical Return to Work Release form, signed by your health care provider, to HR Shared Services and UCMCInquiries@sedgwick.com. Your release form must contain enough detail for your supervisor to make a determination on any accommodationsA reasonable adjustment to job duties or work environment to enable an employee to perform the essential parts of his/her job without causing undue hardship.
  3. HR Shared Services will work with your supervisor to determine the organization’s ability to accommodate. This process takes at least five days. You will be contacted regarding any next steps.
  4. If the organization is able to accommodate, Occupational Medicine will issue final clearance to return. You will need to schedule an appointment with Occupational Medicine after your manager affirms your ability to perform your job with the restrictions.
  5. When you receive clearance, contact your supervisor to notify him/her that you are cleared to return to work. Work with your supervisor to determine your return-to-work date. You must return for your next scheduled shift.

Contact HR Shared Services with questions about returning to work.

Return to Work Guide for Employees

This site provides a high-level overview of leaves of absence, accommodations and return to work considerations. In the event of any inconsistency between this site, plan documents, University of Chicago Medical Center policies or union contracts, University of Chicago Medical Center policies or union contracts will govern. The University of Chicago Medical Center reserves the right to modify, amend or terminate any benefit plan or program at any time and for any reason.

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