A: Immediately call her and tell her the date and time that you expect her to return. Send her a friendly, formal notice—in writing—that specifies that date and time. Keep a copy of the letter in her employee file, and forward copies to the Board and your insurance carrier.
If she does not return, call your carrier to determine whether there is any conflicting medical evidence that would justify her failure to return. If not, send a second formal notice informing her that if she does not return by a specific date, you will consider her failure to return job abandonment. At this point, you will probably have an attorney appointed to defend the claim. Work with the attorney to determine whether to return the employee to work or lawfully terminate her.
DISCLAIMER: This article is not legal advice and does not establish an attorney-client relationship. If you need specific legal advice, please contact an attorney to discuss your circumstances.