Quick Answer

When a team member misses more than three consecutive work shifts due to injury (work-related or personal) or illness, HR must be notified immediately. Additional processes may apply, including workers’ compensation coordination, leave of absence review, or FMLA evaluation. Managers are responsible for timely communication, documentation, and enforcement of work restrictions.

Why This Threshold Matters

Extended absences can trigger legal, pay, benefit, and job-protection requirements. Early HR involvement helps ensure compliance, continuity of operations, and appropriate support for the team member.

Manager Responsibilities

1. Notify HR Promptly

   • Contact HR as soon as it becomes known that a team member will miss more than three consecutive work shifts due to injury (work-related or personal) or illness.

   • Do not wait until the team member returns to work.

2. Confirm Injury Classification

   • Work-related injuries:

     • Ensure the injury has been properly reported and documented.

     • Confirm Medcor involvement and workers’ compensation coordination.

   • Non-work-related injuries or illnesses:

     • Notify HR for leave and accommodation review.

     • Do not classify as work-related.

3. Maintain Communication

   • Stay in regular contact with the team member and HR. 

   • Reinforce expectations around documentation, restrictions, and return-to-work requirements.

   • Avoid making assurances about job status, pay, or benefits. Refer questions to HR.

4. Enforce Medical Restrictions

   • Review all medical documentation.

   • Do not allow return to work or modified duties without HR review and approval.

   • Ensure restrictions are followed exactly for all injuries, regardless of origin.

5. Coordinate Return-to-Work

   • Do not schedule or assign work until:

     • HR has reviewed documentation

     • Work status and restrictions are confirmed

   • Partner with HR to identify modified duty options, if applicable.

What This May Trigger (HR-Led)

While HR manages these processes, managers should be aware that extended absences may involve:

• Workers’ compensation benefits (if work-related)

• Leave of absence designation

• FMLA or state leave evaluation

• Benefit continuation and pay coordination

• Return-to-work planning

Important Reminders for Managers

• Do not accept verbal releases or “they feel better” statements.

• Do not override medical restrictions.

• Do not allow work outside approved duties.

• Do not promise outcomes related to pay, leave, or claim status.