Reinstatement - FMLA

Please contact your Human Resources Representative at least two business days prior to your return to work. Failure to notify Human Resources of your impending return to work may negatively affect payroll and benefits processing.

If you do not return to work following FMLA leave for a reason other than

  • the continuation, recurrence, or onset of a serious health condition which would entitle you to FMLA leave;
  • the continuation, recurrence, or onset of a current servicemember’s  or veteran’s serious injury or illness which would entitle you to FMLA leave;
  • other circumstances beyond your control,

you may be required to reimburse the university for the employer share of benefits premiums paid on your behalf during your FMLA leave.

If you return timely from approved FMLA leave and you have submitted all required documentation, you will be restored to your same position or to an equivalent position with equivalent benefits, pay, and other terms and conditions of your employment, but will have no greater right to reinstatement than if you had been continuously employed during FMLA leave.

Fitness for Duty

If you were out on FMLA leave for your own serious health condition, you will be required to present an authorization to return to work prior to reinstatement. If such authorization is not received in a timely fashion, your return to work may be delayed until authorization is provided.

The Authorization to Return to Work Form (PDF) provides the necessary certification for return to work and must be completed by a healthcare provider.

Benefits Enrollment

Upon return to active employment, you may re-enroll or make a change (consistent with a qualifying life event) to your benefits within 30 calendar days of returning to work via the EasyEnroll System. If no election is made, your next opportunity to enroll will be during open enrollment or within 30 calendar days of a Qualified Life Event (QLE).