The Family and Medical Leave Act (FMLA) allows you 12 weeks of job protection. If you return to work within the job protection period, you are entitled to the position you held prior to going on leave, or a similar position with the same rate of pay and benefits.
Some states offer additional job protection; see the leave policies in the LOA Toolkit.
You can check your remaining days of job protection using mySedgwick. Sedgwick will notify you, your manager and your People Partner when you have used all your job-protected time.
Returning from a non-job-protected leave
If you return to work from a leave that is not covered by job protection, you are not entitled to your former position. Your People Partner and manager will work with you to apply for open positions for which you may be qualified. If no position is available immediately, you will remain in an inactive status for up to 30 days while you continue to search for a position.
Restrictions, adjustments and accommodations
In some cases, your doctor may release you to work with certain medical restrictions, such as limited lifting or standing. You'll need to have your doctor describe these restrictions on the Return to Work Certification form. Sedgwick will work with you, your doctor and your facility to determine if a job adjustment or an accommodation is available that can help you perform your job. This could include stools, modified dress code, assistive devices, food/drink, parking, availability changes, equipment or job assistance.
To ensure a smooth transition back to work:
- Have your doctor complete the Return to Work Certification form if your leave is for your own health condition. You'll find the form in the initial leave packet from Sedgwick, or download the Return to Work Certification (PDF) form and print it. You can also get the form on mySedgwick.
- Fax the completed Return to Work Certification to Sedgwick at 859-264-4372 or 859-280-3270, or email it to WalmartForms@Sedgwicksir.com or upload to mySedgwick.
- Notify your manager of your return date, and provide a copy of your Return to Work Certification to your manager and your People Partner prior to your return to work.
Remember, you'll be required to submit your actual return to work date to Sedgwick by either calling Sedgwick or by submitting the actual return to work date using mySedgwick. This helps us make sure your pay will be processed accurately and ensures you’ll have access to the systems needed for your job. And keep in mind that if Sedgwick doesn’t know about your return to work status, it could result in missed pay.
If you have restrictions when you are ready to return to work
If you need help performing your job due to medical restrictions, work with your doctor and Sedgwick to plan your return before you expect to come back. Sedgwick will help by:
- Clarifying the appropriate job restrictions with your doctor.
- Discussing these restrictions with your manager or People Partner to identify possible job adjustments.
- Referring you to the Accommodation Service Center to determine if there is a reasonable accommodation available which would assist you in returning to your job. If you are unable to perform the job functions of your previous position, either with or without a reasonable accommodation, your leave may be extended or you may be offered reassignment to another position.