Returning from leave

Prior to return to work following a medical leave, written authorization from the employee’s health care provider may be required.

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FMLA and medical leave

Step one: Get a return to work statement

The designation form that you received from the Leave and Accommodation Management (LAM) Office will indicate whether or not you are required to submit a return to work statement. If a statement is required, you must get a letter completed by your health care provider that indicates:

  • If you are cleared to return to work
  • Your return to work date
  • Work restrictions, if any
    • The anticipated duration of the restrictions

Step two: Submit your return to work statement

Fax the statement to the Leave and Accommodation Management Office at 612-466-9391.

If the return to work statement is not received by the LAM Office two business days prior to your return to work, your return to work date may be delayed.

Benefit premium payments

If you continued with 121 Benefits

If you chose to continue your benefits with 121 Benefits you need to make your monthly premium payment to 121 Benefits for the month you return from leave. Your premiums will start again as a deduction from your paycheck the month after you return from leave, provided payment(s) for billed premiums were received by 121 Benefits.

If you did not continue with 121 Benefits

If you did not choose to continue your benefits, some of them may be terminated. A waiting period and/or evidence of insurability may be required to reactivate these benefits.

If you failed to pay 121 Benefits

If you failed to pay all or a portion of your premium(s), some of your benefits may be terminated. A waiting period and/or evidence of insurability may be required to reactivate these benefits.

Stay at work / return to work program

The stay at work / return to work program is an innovative, new approach to help employees on medical leave or whose medical condition could put them at risk of medical leave.

  • Goal: To facilitate timely return to work for ill, injured or disabled employees
  • Guiding belief: Work is important and valuable

The county will provide every opportunity for its employees to be successful and help them achieve maximum self-support.

This program is voluntary, confidential, and free to any qualifying employee.

Who can participate?

Employees with short- and/or long-term disability benefits.

How it works

The key to the success of this program is the presence of an on-site case manager who provides vocational support customized to the needs of the employee.

Through a unique partnership with its disability insurance carrier, this program may also provide a licensed psychologist case manager when these specialized skills are needed.

Employees who find their medical condition is affecting their ability to maintain employment may also use the services of a case manager.

For more information

Email hr.lam.office@hennepin.us.

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