Total Absence Management

Total Absence Management

With the introduction of the Family & Medical Leave Act of 1993 (FLMA), what steps has your company taken to manage employee Absenteeism to stay compliant with state and federal level laws?

Total Absence Management

The Family Medical Leave Act (FMLA) is a complicated federal law that allows eligible employees a cumulative absence of up to 12 weeks of unpaid, job-protected leave per year to care for a newborn or family member in need. The Preventive PLUS Total Absence Management Program ensures that the misapplication and abuse of this act is minimized via monitoring and communicating with your employees at stressful and emotional times.

Total Absence Management

Total Absence Management Program

Preventive PLUS can assist with the needs of your organization, including all federal and state-specific leave administration as it pertains to FMLA. Total The Absence Management Programs can include coordination of some or all of the available leave benefits such as:

  • Maternity leave
  • Personal leave of absence
  • Casual absence
  • Short-term disability
  • Long-term disability
  • Jury duty/witness leave
  • Educational leave
  • Military leave
Total Absence Management

Full Comprehension of FLMA

Preventive PLUS can expertly manage your employees' FMLA cases, including complicated employee absences that require special handling, while being compliant with state, federal, and company guidelines.

We'll work with your employees and their doctors to get them back to work within a timely fashion. We can keep track if time off: confirm that your employees execute the right paperwork; and manage any required medical correspondence.

Total Absence Management
Maintaining Workforce Productivity

Businesses require a stable, reliable workforce to remain competitive. Whether you operate an airline, a manufacturing plant, a customer service center, an emergency room, a law firm, or a retail store, the safe delivery of high-quality goods and services depends on the presence of trained, motivated employees.

Employee absences not only have a direct impact on payroll costs through substitute labor and paid time off, but also can spawn substantial indirect costs associated with workforce productivity.


Total Absence Management

Simplifying FMLA Cases

By working with Preventive PLUS for your FMLA cases, you and your staff will spend significantly less time managing requests and tracking leave. And, by outsourcing your Total Absence Management/FMLA cases, our clients have found that they receive unbiased decisions that effectively avoid the risks of discrimination suits.

We find that by providing forthright, legally vetted procedures actually will simplify things for you and your employees, while ascertaining eligibility, facilitating intake, and maintaining all the appropriate records.

ABOUT FMLA

The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.

FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women.

FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:

  • for the birth and care of the newborn child of an employee;
  • for placement with the employee of a child for adoption or foster care;
  • to care for an immediate family member (spouse, child, or parent) with a serious health condition; or
  • to take medical leave when the employee is unable to work because of a serious health condition.

Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles. Whether an employee has worked the minimum 1,250 hours of service is determined according to FLSA principles for determining compensable hours or work.

Time taken off work due to pregnancy complications can be counted against the 12 weeks of family and medical leave.

A final rule effective on January 16, 2009, updates the FMLA regulations to implement new military family leave entitlements enacted under the National Defense Authorization Act for FY 2008.

Special rules apply to employees of local education agencies. The Department of Labor administers FMLA; however, the Office of Personnel Management (OPM) administers FMLA for most federal employees.

We understand that your workforces health matters...