Quick Answer

You may return to work only after HR has reviewed and approved your medical documentation and Return-to-Work Authorization, and when your assigned duties align with your provider’s written restrictions. Below are the details of our Return to Work Program and Procedures. This information and more can be found in the LWG Safety Manual, which is available at anytime under the Quick Links section of the Employee Dayforce Homepage.

Return to Work Program

Leeds West Group is committed to helping team members return to work safely and productively after injury or illness. We offer structured transitional duty assignments aligned with medical restrictions.

Modified Duty Assignments

• Based on Medical Clearance: Assignments are made based on written restrictions from a licensed provider.

• Reviewed Regularly: Assignments will be reassessed every 30 days and may continue for up to six months.

• Safe and Productive Work: Duties will be meaningful and in alignment with restrictions.

• Required Participation: Declining modified duty without a documented medical reason may impact workers’ compensation eligibility and result in corrective action, in accordance with applicable law.

External Transitional Duty Assignments

• Placement with Partners: If no in-house roles are available, team members may be placed with external nonprofit or community partners.

• Same Expectations Apply: Team members must meet all conduct and safety expectations.

• Mandatory Training Assignments: Team members may be assigned required safety or job-readiness training courses to complete as part of their transitional duty assignment.

Team Member Responsibilities During Recovery

• Stay in Communication: Maintain contact with your supervisor and HR.

• Submit Documentation: Provide all required forms and attend medical appointments.

• Cooperate with Case Managers: Engage in recovery, treatment, and return-to-work planning.

• Follow Conduct Standards: Open claims do not exempt team members from workplace conduct expectations.

Extended or Permanent Restrictions

• Medical Leave Evaluation: HR will assess eligibility for FMLA or applicable leave.

• ADA Interactive Process: HR will engage in the interactive process to evaluate if reasonable accommodations or alternative roles are available.

• No Permanent Light Duty Guarantee: Permanent light duty is not offered. All cases are reviewed individually.