Return to Work With Restrictions
When an employee is returning to work with restrictions (i.e., 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 needed):
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You will receive notice from your employee that he/she wants to return to work with restrictions. Verify your employee has received approval from HR Shared Services to return. Employees must not return to work without approval from Human Resources.
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Using Policy HR217: Equal Employment Opportunities for Individuals with Disabilities and Reasonable Accommodation as a guide, consider your department’s ability to accommodate the employee.
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Reply to the accommodation request within FIVE days. No response is considered acceptance of the employee’s requested accommodations.
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Accommodated employees will receive final clearance from Occupational Medicine.
- Upon clearance, add the employee to the schedule and set a return-to-work date.
- Email the employee’s actual return-to-work date to Zachary.Hucko@uchospitals.edu and UCMCInquires@sedgwick.com.
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When prompted by Human Resources or Sedgwick, confirm your employee returned to work.
Contact HR Shared Services with questions about returning to work.