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FMLA Tracking

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Let’s face it. Managing employee leave isn’t the most glamorous aspect of HR or workforce management. But it’s certainly among the most challenging. The legal and regulatory backdrop to leave management is complex, and it varies based on factors that range from where you do business to the size of your company. You feel as if the rules are ever-changing. It’s like doing business in an amusement park fun house; it’s a challenge to keep your footing, hard to know if what you’re seeing is real, and difficult to get a firm hold on the rail to help lead you through the maze.

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Two weeks ago, we discussed the first two steps of transitioning from manual FMLA tracking to a cloud solution. This week, we’re exploring Step 3.

Step 3: Investigate the options

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Step 1: Recognize the Problem

It’s one thing to track FMLA days when they are continuous, but it’s another gamut entirely when FMLA leaves are taken intermittently. The frustrations and headaches mount, especially in a manual, non-automated environment. Manual environments are paper-based or spreadsheet-driven, which while initially useful can become cumbersome, mistake-prone and non-transferable over time.

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FMLA court decisions are never-ending … and provide lessons for all companies and organizations (whether you’re in court or not).