University Human Resources
Return to Work Planning
Return to Work: Timeline and Key Steps
Before an employee may return, the following steps must be completed:
- Submit a Return to Work Certification Form confirming the exact date the employee is medically cleared to return
- Any medical restrictions or limitations must be clearly documented
- If no restrictions are noted, the employee is considered fully cleared to perform all job duties
- The return to work request must be reviewed and approved by UHR and the employee's manager to ensure any required accommodations are in place
Note: The UHR Office of Leave and Accommodations determines whether submitted medical documentation is sufficient for approval.
- Employees must submit their return from leave in Workday to be reinstated to active status
1. Return to Work (RTW) Documentation
Employees returning from medical leave for their own health condition are required to submit a Return to Work Certification Form confirming medical clearance to return to work, with or without accommodations.
How to Submit the Form
The form must be completed by the employee's health care provider and submitted to the UHR Office of Leave and Accommodations using one of the following methods:
- Email: leave_admin@health.brown.edu
- Fax: 401-863-2830
RTW documentation is not required for employees returning from:
- Maternity leave without medical complications
- Family medical leave taken for reasons unrelated to the employee's own medical condition
2. Returning to Work with Medical Restrictions
Employees returning with medical restrictions are supported through the Americans with Disabilities Act (ADA). Brown works with employees to identify reasonable accommodations that support a safe and effective return to work.
The ADA Interactive Process
The ADA interactive process is a collaborative approach designed to identify appropriate workplace accommodations.
What to Expect
- Engagement: The employee works with the UHR Office of Leave and Accommodations through phone calls, emails, or virtual meetings
- Assessment: UHR reviews the employee's medical documentation, limitations, and job responsibilities
- Collaboration: UHR coordinates with the employee, department, and when appropriate, the employee's health care provider to identify feasible accommodations and address any potential operational challenges to ensure alignment on the required accommodations.
How Accommodations are Determined and Implemented
- Evaluation: UHR reviews medical documentation and health care provider recommendations
- Implementation: UHR partners with the employee, manager, and department to ensure approved accommodations are implemented before the return to work
Examples of Reasonable Accommodations
Accommodations may include, but are not limited to:
- Modified work schedules
- Ergonomic adjustments
- Assistive equipment or devices
- Changes to job duties
Completing the Return to Work Process in Workday
All employees returning from leave must complete the return process in Workday to officially reimstate their active status.
Workday Steps
- Log in to Workday and navigate to the Absence module
- Select Return from Leave and choose the appropriate leave type
- Enter the return date and any required information
- Submit the request for review and approval
Completing these steps ensures the return is properly documented and employment status is accurately updated.
Additional Resources
This page provides answers to common questions about taking a leave of absence from Brown. Employees can find guidance on general leave policies, pay and benefit premium options during leave, and federal and state-protected leaves. The FAQs are designed to help employees navigate the leave process clearly and confidently.
Employees can access medical leave forms for requesting time off due to their own serious health condition or to care for a family member, as well as the Return to Work Certification Form required when resuming work after a medical leave for their own serious condition. These forms help ensure the leave and return to work process is smooth, compliant with University policies, and supportive of employees' needs.