For questions about leave, please contact the HR Leave Center at 713-745-3652 (5-FMLA).
Illness Related Job protected leaves include:
- Family Medical Leave (FML)
- Reduced Paid Leave (RPL)
- Reduced Paid Leave for COVID-19 (RPL)
- Parental Leave (PL)
- Extended Illness Bank (EIB) as approved by the department
- Veterans Health Leave (VHL)
- Childcare Leave (CCL)
- If you return to work on or before the end of the approved FML period, your manager will return you to the same or an equivalent position.
- Working Mothers Rooms are located around the campus to support lactating mothers who have returned to work. Most rooms are equipped with comfortable chairs, privacy curtains, lockers, a sink and small refrigerator. For access, please email email@example.com with your name, employee ID and employee badge number. The badge number is printed under the bar code on the back of the employee badge.
- If you don't report to work after a job protected leave period, you won't have the right to return to your same or an equivalent position. The HR Strategic Partners will provide assistance to managers preparing termination letters for failure to return to work.
- Learn about your Insurance While on Leave and when you return to work.
Action items for employees
Making a smooth transition back into work is made possible by communicating with the HR Leave Center and your manager.
Take these steps before returning to work:
1. Contact your manager and the HR Leave Center at (713) 745-3652 (5-FMLA) to discuss an intended return to work date.
- If possible, give at least 7 days of notice of your intent to return.
- Call the HR Leave Center and your manager if you need to request an extension of your leave.
2. Provide a Physical Status Return to Work form to your manager prior to or the date you are returning to work. This form should be completed by your licensed healthcare provider stating if you are fully able to resume your duties. The form is required if:
- The leave requested was for your own serious health condition.
- You're returning after childbirth within six or eight weeks depending on the type of delivery.
3. If the Physical Status Return to Work form includes restrictions for your work:
- Contact the HR Leave Center to discuss your options.
- If possible, please submit this form to your manager at least two days prior to your return.
- With your manager, discuss restrictions, change in duties or accommodations needed to perform the essential functions of your job.
- Based on the requirements of the job, the manager will work with your HR consultant to determine if these limitations can be accommodated before you may start work again.
- A reasonable accommodation request is subject to the Accommodating Disabilities in the Workplace Policy (UTMDACC Institutional Policy # ADM0286).
4. On the day you return to work, confirm your return by emailing the HR Leave Center at HRLeaveAdmin@mdanderson.org.
Action Items for Managers
Take these steps before an employee begins work:
1. Request a Physical Status Return to Work Form from your employee, if applicable. This form is required if:
- The leave requested was for the employee’s own serious health condition.
- The employee is returning after childbirth within six or eight weeks depending on the type of delivery.
2. Send the employee home if they don’t have a Physical Return to Work form completed or if the form states they aren’t ready to return to work.
- Allow the employee to obtain it via fax before sending the employee home.
- The employee should call the HR Leave Center to determine if additional paperwork for extending their leave is required.
- The employee should stay at home until they have their form or the issues are resolved with HR.
3. Review the Physical Status Return to Work form to determine if:
- The employee is able to fulfill the job duties and return to work.
- The employee is not able to fulfill the job duties and you need to work with your HR consultant to decide if the restrictions or limitations can be accommodated.
- If accommodations are needed, contact the Leave Center at (713) 745-3652 (5-FMLA).
4. Remind the employee to contact the Leave Center to advise of return to work.
- It’s critical for the employee to do this so they can avoid any paycheck or benefits issues.
- You're not required to submit a return from leave ePAF for employees returning from a job-protected leave of absence (FML or RPL).
5. Fax the Physical Status Return to Work form to the Leave Center at (713) 745–8898, if applicable.