HR Pulse - Spring 2008 - (Page 50) Leave Interaction Audit 4 Scenarios to Consider By Nancy M. Cooper Q 50 HR Pulse Spring 2008 It’s time to put our knowledge to the test. uick survey…how many of you think you could deal with every situation that came up regarding leave and not miss a potential trap that could either delay the termination of a problem employee or expose the company to additional liability? That many of you? OK, let’s put your policies to the test, time for the Leave Interaction Audit (otherwise known as the quick trip to HR Headaches). Our first step? List the leaves you have available to employees, both under law and in your handbook. The general list includes things like vacation, PTO, sick leave, and an unpaid leave of absence. All of these are pretty straightforward, at least until you get to the mandated leaves. These will vary depending on where you live. Generally, though there is family and medical leave (often both state and federal), workers’ compensation, leave under the disability leave laws (both state and federal), pregnancy disability leave, maternity leave (yes these are two different leaves and may be separate from the family and medical leaves), crime victims’ leave, domestic violence leave, military leave, leave to attend school functions, voting leave, leave because you have been subpoenaed as a witness, and leave to serve on a jury. Now that we have the list of available leaves at our disposal, it’s time to put our knowledge to the test. A scenario is presented step-by-step. After each step, take the time to jot down the leave-related issues you see. Then read the analysis section to determine how many of the issues you spotted. Remember, this is not written in a state-specific manner. Not all states will have the rules and regulations that are referenced. You need to know how your state’s laws interact. © iStockphoto.com
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