Leaves of Absence
On occasion, a team member may request time off that is outside a typical request. It is critical that supervisors connect with HR to discuss such situations.
What should supervisors do if a team member needs to take time off due to a medical or major event in their life?
BHG provides a variety of leave options to our team members to help navigate times in their lives when extra time off is needed, some of which are required by law. These leave options include bereavement, military leave, Family and Medical Leave (FMLA), personal leave, and military care giver leave and Americans with Disabilities Act to name a few.
Most times a team member will let you know that they are very sick, that they have a major life event (such as a birth or an adoption), that they need to help with a sick family member, or that they have a personal issue that requires them to take more time off than usual.
In some instances, the team member will know ahead of time that they will need a leave of absence. This is the case, many times, when needing to be out for maternity/paternity leave or adoption. Sometimes, team members will know when an elective procedure or surgery is scheduled. As soon as the supervisor is aware a team member will be out for an extended amount of time (usually out at least a week) whether foreseeable or not, they should promptly report this to Human Resources (HR).
Many leave laws require that notices be sent out within very short and strict timelines to team members when the need for leave is determined. HR will also determine and provide notice to the team member for any required documentation to support the need for leave. After a leave is approved, it is required that the team member provide regular updates to determine if more time may be needed or their intent to return to work.
What should supervisors do when a team member just needs an accommodation to their work schedule and work environment due to a medical condition or disability?
It’s important to notify HR in these circumstances also to allow HR to begin the interactive process under ADA with the team member. From there HR will work with the supervisor and the team member to determine the best accommodation.
What do supervisors need when a team member is ready to return?
When team members are absent more than three consecutive days for a medical reason, it is important to have them return to work with a doctor’s release, indicating any restrictions. This helps in knowing if they can return to work or if an accommodation is needed to resume work. This return-to-work note should be provided to HR when returning from a leave of absence due to a medical reason, including birth of a child.
Please know that HR is here to help in navigating this area. Always rely on HR to help whenever there is any doubt!
