Leave of Absence Solutions

The Family and Medical Leave Act (FMLA):
Under FMLA, eligible employees can take FMLA leave to care for a child, spouse, or parent who has a serious health condition. Under California's CFRA, employees may take CFRA leave for a child, spouse, domestic partner, parent, parent-in-law, grandparent, grandchild, sibling, or someone else related by blood or in a family-like relationship (“designated person”) with a serious health condition.

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Q: What types of businesses/employers does the FMLA apply to?
The FMLA applies to all:
• public agencies, including local, State, and Federal employers, and local education agencies (schools); and
• private sector employers who employ 50 or more employees for at least 20 workweeks in the current or preceding calendar year – including joint employers and successors of covered employers.

Ref- Dept. of Labor

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Challenges in handling leave of absence cases: Different departments lacking coordination may impede the timeliness of delivering results within the SLA. This can cause frustration to employees, managers, and department representatives. The employee or manager ends up contacting other departments or calling multiple times to obtain the required information, and sometimes still receiving wrong information. This is now considered a fragmented, siloed system in absence management.

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You gain the benefit of having the right people take care of your FMLA &/or CFRA process knowing that this is our area of concentration.

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LOAS has quality (accuracy & timeliness) because we have your best interests at heart.

LOA Solutions will make sure that the FMLA &/or CFRA requests of your employees are taken care of.

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EAP - An employer may choose to offer EAP in-house, or they may elect to outsource this service.

Eligible family members: Under FMLA, eligible employees can take FMLA leave to care for a child, spouse, or parent who has a serious health condition. Under California's CFRA, employees may take CFRA leave for a child, spouse, domestic partner, parent, parent-in-law, grandparent, grandchild, sibling, or someone else related by blood or in a family-like relationship (“designated person”) with a serious health condition.

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It is essential for the employer to maintain communication with the employee throughout the duration of the employee’s leave of absence.

Leave of Absence Solutions can handle the FMLA &/or CFRA processing of your employees so you can focus on your company's strategic operations.

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TWO MANAGEMENT SAFETY APPROACHES:
1. Reactive approach manages incidents after they occur. This is a response based approach and is solely dependent on past incident evaluation and audit based findings.
2. Proactive approach anticipates potential safety hazards. It is preventative. Management identifies hazards before they lead to incidences, requiring modification to work environment, equipment upgrade or changes, and trainings provided to employees. It also uses data on past incidences while evaluating possible safety risks.

Which one do you prefer?

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Photo: Compliance Quest

Acronym of the Day: OSHA
Occupational Safety & Health Administration

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photo by IEA

Below are several employer programs. Some wellness programs are results-oriented. They require employees to achieve specified benchmark(s) in order to earn discounts or financial incentives. Examples are: losing a specified amount of weight, lowering cholesterol, or quitting smoking. The positive effects are beneficial to employees and employers alike.

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credits: iea

Military caregiver leave under FMLA: In caring for covered servicemember with a serious injury or illness, there is a total of twenty-six work weeks of leave during a single 12-month period to care for a the covered servicemember if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin. (USDOL)

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Photo: Vets Community Connections

Merry Christmas to you and your families!

"Christmas is doing a little something extra for someone." - C.Schulz

Short Term Disability (STD) claims usually meet the definition of “serious medical condition”. Such medical leave requests are covered by FMLA (Family Medical Leave) and/or a state leave law.

LOA Solutions can handle the FMLA/CFRA leave of absence requests of your employees, professionally.

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"women have slightly higher rates of disability compared to men" - US DOL
"For example, women typically have a higher rate of disability than men at younger ages (due to childbearing years). Men tend to have a higher rate of disability than women at older ages." IEA

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Leave of Absence Solutions ensures confidentiality and integrity.

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LOA Solutions helps to make sure that FMLA &/or CFRA are addressed.

Visit our website for partnership inquiries:
https://leaveofabsencesolutions.com/