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    What is the true cost of health in your organization? You may think you know, but unless you're integrating data across all benefit sources, you're likely missing 40% of health and benefit related costs. Workpartners is the only company that can fully integrate and analyze all of your data.

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    Analytics

    What is the true cost of health in your organization? You may think you know, but unless you're integrating data across all benefit sources, you're likely missing 40% of health and benefit related costs. Workpartners is the only company that can fully integrate and analyze all of your data.

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    Analytics

    What is the true cost of health in your organization? You may think you know, but unless you're integrating data across all benefit sources, you're likely missing 40% of health and benefit related costs. Workpartners is the only company that can fully integrate and analyze all of your data.

    Mega Menu Img
    Analytics

    What is the true cost of health in your organization? You may think you know, but unless you're integrating data across all benefit sources, you're likely missing 40% of health and benefit related costs. Workpartners is the only company that can fully integrate and analyze all of your data.

    Mega Menu Img
    Analytics

    What is the true cost of health in your organization? You may think you know, but unless you're integrating data across all benefit sources, you're likely missing 40% of health and benefit related costs. Workpartners is the only company that can fully integrate and analyze all of your data.

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    Workpartners’ advocacy programs and services are about maximizing our clients’ and their employees’ health and well-being, reducing absenteeism, and reducing overall benefit costs—person by person.

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    Workpartners’ advocacy programs and services are about maximizing our clients’ and their employees’ health and well-being, reducing absenteeism, and reducing overall benefit costs—person by person.

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    Workpartners’ advocacy programs and services are about maximizing our clients’ and their employees’ health and well-being, reducing absenteeism, and reducing overall benefit costs—person by person.

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    The first opportunity to engage people with their benefits comes when they enroll. If that process is slow or difficult, you lose a vital chance to activate your most important asset—your employees.

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    The first opportunity to engage people with their benefits comes when they enroll. If that process is slow or difficult, you lose a vital chance to activate your most important asset—your employees.

    eBenefits is a health, wealth, and productivity platform. It simplifies the job for your human resources team while engaging and activating your employees during their annual benefits enrollment.

    Benefits Administration

    The first opportunity to engage people with their benefits comes when they enroll. If that process is slow or difficult, you lose a vital chance to activate your most important asset—your employees.

    eBenefits is a health, wealth, and productivity platform. It simplifies the job for your human resources team while engaging and activating your employees during their annual benefits enrollment.

    Benefits Administration

    The first opportunity to engage people with their benefits comes when they enroll. If that process is slow or difficult, you lose a vital chance to activate your most important asset—your employees.

    eBenefits is a health, wealth, and productivity platform. It simplifies the job for your human resources team while engaging and activating your employees during their annual benefits enrollment.

    Benefits Administration

    The first opportunity to engage people with their benefits comes when they enroll. If that process is slow or difficult, you lose a vital chance to activate your most important asset—your employees.

    eBenefits is a health, wealth, and productivity platform. It simplifies the job for your human resources team while engaging and activating your employees during their annual benefits enrollment.

    Benefits Administration

    The first opportunity to engage people with their benefits comes when they enroll. If that process is slow or difficult, you lose a vital chance to activate your most important asset—your employees.

    eBenefits is a health, wealth, and productivity platform. It simplifies the job for your human resources team while engaging and activating your employees during their annual benefits enrollment.

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    We believe that when your employees are at their best, they perform at their best. We call this People Activation, and we believe it’s the key to ensuring your company and your employees flourish. This philosophy is at the core of our workers’ compensation services where we provide a total program management approach.

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  • What responsibilities do managers, employees, and HR teams have for FMLA leave?

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Absence Management

What responsibilities do managers, employees, and HR teams have for FMLA leave?

Filing a Family and Medical Leave Act (FMLA) claim can be stressful and confusing for employees and employers. Ensuring that everyone knows their responsibilities can reduce that stress and result in a smooth, positive leave process. The list below provides an outline of FMLA responsibilities for managers, employees, and Human Resources (HR) teams.

Employee responsibilities
  • ​​Notify your supervisor when the need for leave is confirmed.
  • Initiate the leave process with HR.
  • Tell your supervisor how your pay should be recorded during your leave.
  • Complete any required forms and return them to HR during the designated time frame.
  • Notify your supervisor and HR if any status changes occur during your le​ave.
  • Give your supervisor and HR your return-to-work date.
Supervisor responsibilities
  • Refer your employee to HR to open a leave request. (If your employee is unable to contact HR, you should contact the department on the employee’s behalf.)
  • Review the employee’s pay coding request.
  • Contact your employee during his or her leave to ask for return-to-work status updates, if necessary.
  • Confirm that HR has received your employee’s return-to-work notice.
HR responsibilities
  • Review the employee’s records to determine his or her FMLA eligibility.
  • If the employee is ineligible, draft the necessary denial letter and notify the employee.
  • If the employee is eligible, contact the employee to discuss the details of his or her leave. Provide information about the leave process and explain any necessary paperwork.
  • Notify the employee’s supervisor, via email, about approving the leave.
  • Prepare any necessary forms and mail them to the employee. Notify him or her about the required return time frame.
  • Make any necessary updates to the employee’s record in your HR management system.
  • Follow up with the employee, if necessary.
  • Update your HR management system with the employee’s return-to-work information. ​

If you ever have questions or concerns while managing an FMLA request, consult your company’s legal counsel. Doing so may help your company avoid a potentially costly FMLA violation.

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