You must take care of your employees. Many state labor laws mandate this simple statement. In the end, you should value people over profits. After all, it is your team that ultimately builds your reputation. Smaller businesses can thrive when everything has something to contribute – not only the owner or other senior executives at the top of the workplace hierarchy. One of the simplest ways to let your employees get some rest and recovery time is to institute a leave of absence policy. If you already have one in place, that’s great news! But perhaps the time has come to update it? Just think about it.
How is a Leave of Absence Supposed to Work?
Paid time off, also known as PTO, is categorized differently from a leave of absence. That’s because PTO is a catch-all term for vacation and sick days. However, the leave of absence is intended to address life circumstances that are out of the ordinary. New parents can take maternity and paternity leave; a worker with a serious injury or medical condition can also take this time off so they can get back to good health. Mandatory leaves also come with job protection – so an employee cannot be laid off while they are temporarily unable to work.
FMLA Carries Some Exceptions – So When Can Employees Request Leave?
As in-depth as the FMLA and EFMLA laws are, there are some notable exceptions. With that caveat in mind, it can be tricky to determine when employees can take leave and when their requests should be denied for reasonable justifications. Personal leave and unpaid leave time enter the picture here, but the policy pertaining to each situation is often left up to the company and not a state or federal regulation.
In this scenario, an unconventional cost-benefit analysis might be needed. Marriages and funerals are major events in everyone’s lives – and reaching a sense of closure or regaining a spark of joy can relieve potential burnout that can destroy your employees’ ability to focus on their work.
How Long Can the LoA Last For Based on Current Rules?
Under the FMLA, your workers can take a maximum of 12 weeks off within a single year. The catch is that they must have already logged 1,250 hours by then. The EFMLA is somewhat more lenient – after a thirty-day window, the employee becomes eligible for taking time off. The EFMLA and FMLA both contain provisions for employees who are dealing with COVID-19 or are caring for a loved one who is currently sick.
Yet Another Customer Testimonial
We would now like to tell you more about Heather Porzillo’s experience working with us: “When you have good agents who are personally available, employees find the plans easier to understand, they can ask the questions that are important to them, and they are better prepared when claims happen.” Thanks again, Heather!
Get Your Voluntary, Supplemental, and Health Insurance Policies with the MWE Partnership!
Are you a business looking to provide your employees with essential voluntary benefits? If so, look no further than The MWE Partnership. When you choose The MWE Partnership, you get experienced service and comprehensive voluntary benefit options that will meet all your employees’ needs. With over 17 years of experience, The MWE Partnership is your one-stop shop for all your supplemental benefit needs. If you are interested in finding out how The MWE Partnership can help your business, contact us today! We encourage you to like our Facebook page and follow us on Twitter and LinkedIn for all the latest voluntary benefit news!