Five keys to effective, employee-centered leave management.
Employee leave can be challenging for both employers and employees. Employers must stay abreast of myriad, ever-changing federal, state/provincial, and municipal regulations merely to understand what time off amounts and increments an employee is entitled to take. For many large organizations, there are hundreds if not thousands of possible leave permutations, determined by the length of an employee's tenure, total work hours in the previous 12 months, state of residency, military status, health status, as well as a number of other potential factors. Further complicating matters, employers are accountable for detecting and responding to a need for leave, regardless of whether the employee submits a formal request.
This paper examines the impediments to efficient leave administration and outlines five strategies for administering leave in a way that is sustainable for the employer, and equally important, centered on the employee's experience.
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