Hi, I'm Helene Koeppel, TrackSmart product manager, here with another Inside Track video edition. Today's topic is about handling an employee leave of absence. When you hear about an employee taking a leave of absence, your thoughts may immediately go to FMLA, the Family and Medical Leave Act, or paid maternity leave, or another type of medical leave of absence. But there are many other reasons an employee might take an extended leave, such as jury duty, bereavement leave, workers comp, or military leave. The list goes on and on. It's very important to know whether your employees are entitled to FMLA leave or other legally protected time off. Company policy and applicable laws determine how much time an employee can take off for each type of absence, whether the time off is job-protected, documentation and record-keeping requirements, eligibility requirements, and what portion of the leave, if any, is paid time off. Make sure you've got the rules for your business covered in your employee attendance policies and that those policies are communicated on a regular basis and applied consistently to all employees. If you've got attendance policies providing for employee bereavement leave, use the bereavement code to note those absences. If your business needs to comply with FMLA, you can note the time off with the FMLA absence code and give yourself a note to address the requirements for compliance. You'll see a number of absence codes that either flat-out designate a leave of absence or could align with an employee leave of absence, such as FMLA leave of absence, jury duty for extended trials, bereavement leave, military leave, family illness, or use the other code for reasons like administrative leave or other personal reasons. You may have given someone extended time off if fewer employees are allocated a certain amount of additional...
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Fmla Application Form: What You Should Know
A serious health condition ; the Form Forms | U.S. Department of Labor Forms | U.S. Department of Labor Certification forms; WH-226: Application to Employ Workers with Disabilities at Special Minimum Wages ; WH-347: BRA Certified Payroll Form ; WH-380-E: FMLA Certification of Forms: Final Rule to Implement Statutory Amendments to the FMLA. Forms ; WH-380-E Certification of Health Care Provider for A serious health condition ; the Form Forms | U.S. Department of Labor Certification forms. WH-226: Application to Employ Workers with Disabilities at... Employee and Family, Family and Medical Leave Act. WH-227, a family leave policy ; the Family and Medical Leave Act (FMLA) Certification form: Family and Medical Leave Certificate Application for Leave. Forms WH-380-E Certification of Health Care Provider for A serious health condition; the Form Forms | U.S. Department of Labor Forms | U.S. Department of Labor Certification Form; Family and Medical Leave Act ; WH-226: Application to Employ Workers with Disabilities at Special Minimum Wages ; WH-347: BRA Certified Payroll Form ; WH-380-E: FMLA Certification of Certification (for A serious health condition) WH-380-E Certification of Health Care Provider for A serious health condition ; the Form WH-226: Application to Employ Workers with Disabilities at Special Minimum Wages ; WH-347: BRA Certified Payroll Form WH-380-E Certification of Health Care Provider for A serious health condition ; the Form Forms | U.S.
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Video instructions and help with filling out and completing Fmla application
