A 2011 survey conducted by ERC and CareWorks USA highlights common Family Medical Leave Act (FMLA) administration practices pertaining to tracking, calculating, and managing leave.
Most Northeast Ohio organizations are tracking FMLA using manual methods. The most common way organizations track FMLA is using timesheets and attendance cards (52%). Over 30% of organizations also track FMLA using Excel (36%) and/or through payroll (35%).
The survey also sheds light on how organizations administer other facets of FMLA, including how FMLA is calculated and whether it is run concurrently with other benefits. The survey found that few employers are using the calendar method to calculate FMLA and instead, using rolling 12 month periods. Specifically, 59% of employers reported using a rolling 12 month period measured backwards to calculate FMLA. Conversely, 34% of respondents use a rolling 12 month period measured forward.
In addition, many employers run FMLA concurrently with other benefits. The graph below highlights the most common benefits run concurrently with FMLA by employers.
"Running benefits concurrently helps eliminate benefit 'stacking.' While an employer wants to ensure employees are afforded the time off they need under FMLA, it is essential that they run FMLA concurrent with STD, WC and other medical leaves as appropriate to avoid any prolonged absences beyond the protected leave," explains Holly Moyer, Sr. Disability Management Consultant at CareWorks.