The meeting began with a round of introductions including folks' lived experience taking leaves from work. There are a number of reasons employees might need to take leave including:

• Workers’ compensation
• FMLA – maternity, medical (surgery, long-term and intermittent), mental health
• ADA
• Sabbatical
• Military Leave
• Personal Leave

 

Right away, attendees pointed out how many differences were experienced between successive leaves, even when those leaves were taken for the same reason such as the birth of a child. Many in the discussion were quite willing to share the questions they wrestled with and which are common for the majority of people as they decide to take leave and then subsequently return to work from that leave.

• Is it better to come back slowly or jump right in? (May depend on the type and reason for leave)
• If slowly, how can you ease this transition? (May depend on job requirement and employer options)
• How should you manage your relationships with your supervisor and coworkers? (Intentionally and with early conversations)
• Where do you get the emotional support and encouragement you need during this time? (Find balance between home life and work life – work with your employer to identify the benefits and resources that are available)

 

The broad interest in having this discussion was in hearing the challenges people experienced and what advice they would give others in making decisions about leave and the return to work. To help frame the discussion, some research into best practices was provided - an outline of which is presented here:

• Suggestions for employees
  • Write a Return-to-Work letter
    • Purpose
      • Remind supervisor of the reason for your leave
      • Provide date for your return
      • Confirm your ability to resume your professional responsibilities
    • Prepare
      • Request a phased return
      • Stay in contact while away
      • Ask for help
    • How to
      • Address the letter to the correct person
      • Thank them for authorizing your work leave
      • Attach proper documentation
      • Mention how you plan to get reacclimated
      • Close the letter with gratitude
• Actions for supervisors
  • Return to work meetings/interviews
    • Gain better insight into the reason for and nature of absences
    • Uncover issues and identify potential solutions
    • Monitor absences and spot trends
    • Identify reasonable adjustments
    • Deter employees from pulling sickies
    • Reiterate your expectations and set targets for improvement
• Opportunities for the employer
  • Establish a Return-to-Work policy
    • Set of guidelines that describe how and under what conditions an ill or injured worker can resume their regular job
    • Standardizes the return to work process so employees know their options and can rejoin the workforce faster
    • Benefits
      • Faster recovery/improved mental health
      • Financial security
      • Reduced turnover
      • Improved compliance
    • Best Practices
      • Get it in writing (flexible, but clear)
      • Make a list of light-duty tasks
      • Be careful with “100% healed” requirements (ADA violation)/”fitness-for-duty” certification instead
  • Take it a step further….Return-to-Work program
    • A plan that helps an employee return to work once recovered, usually over the course of about 6 months, to provide a supportive experience
    • Benefits for employee
      • Maintain social ties
      • Provide financial stability
      • Increase employee morale
    • Benefits for employer
      • Retain skilled workers
      • Lower turnover rates
      • Strengthen employee relations
      • Lower workers’ compensation costs
      • Discourage benefit abuse
      • Promote employee confidence
  • Qualities of a good plan
    • Provide phased options
    • Create a smooth process
    • Make reasonable adjustments
    • Be flexible
    • Maintain communication
    • Offer various types of roles
    • Stay in touch during absence
    • Provide external mental health support
    • Provide clear plan if employee is unable to return to work

 

We were very thankful to have Courtney Johnson - Benefits & FMLA/Leave of Absence Coordinator - join us for this conversation in order to clarify the policy aspect of leave. Anyone with GVSU-specific questions is recommended to reach out to Courtney at [email protected]. Additional resources regarding returning to work can be found at the links below, including GVSU's very own Return to Work guides.

• Return to Work: Employee Guide – GVSU
• Return to Work: Supervisor Guide – GVSU
• Returning to the Workplace Guide: Supporting Employees Through the Transition – Center for Workplace Mental Health: American Psychiatric Association Foundation
• How to Return to Work After Taking Parental Leave – Harvard Business Review
• 16 Helpful Tips for Returning to Work After Medical Leave – Indeed
• Back-to-Work Mental Health Checklist – Big Health
• Return to work: An employee’s guide – Manulife