Benefits of FMLA Software
FMLA compliance guidelines have a history of creating administrative headaches, but fortunately, technological innovations have been invented to make everyone’s job easier. FMLA software can help change the task of FMLA compliance management from a demanding hassle into an intuitive, effortless process.
The larger agency an is, the larger the margin of error is for dealing with any number of possible complicated personal life factors affecting employee attendance. Whether or not they make use of software, employers have no choice but to find a way to make sure they can stay on top of every employee’s work history. Employers who use FMLA software can streamline the functionality of their business in the following ways:
- Employee Statistics Storage
- Real-time Performance Tracking
- PTO Micromanagement
- Fluid adjustment to all FMLA regulation revisions
- Mitigated risks of litigation
- Maximized economic optimization
- Productivity enhancement
- Differentiated leave history management
- Enhanced employer-employee communication
1. Employee Statistics Storage
One of the major FMLA benefits provided by the use of specialized software is the ability to maintain an infinite reservoir of specially personalized employee profiles. Every bit of relevant data can be instantly logged into a comprehensive data storage system. Whenever an employee requests FLMA leave, everything from the employee’s date of hiring needs to be taken into account before the decision can made properly made.
Employees who haven’t been hired for at least 12 months out of the most recent calendar year are not applicable for FMLA leave. With access to the appropriate statistics, employers can instantly determine whether or not an employee meets the most basic requirements for consideration.
2. Real-time Performance Tracking
Certain FMLA decisions, such as those regarding leave on an intermittent basis, can be made at an employer’s discretion. In order to make the most practical decision, employers will naturally want to be cognizant of the employee’s objective history of performance. FMLA benefits provided by low-maintenance software extend to the immediate retrieval of performance appraisals.
In addition to providing an immediate access point to the various pieces of performance information that an employer is bound to need for special FMLA leave considerations, the software can also provide automatic updates that notify employers of when new appraisals should be conducted.
3. PTO Micromanagement
Depending on the particular kind of FMLA leave that requested, the employee’s standing history of Paid Time Off (PTO) may or may not be factored into the allotted FMLA time.
Standing PTO is an especially important factor when a female employee is requesting birth and/or bonding leave, in which federal law dictates that the first 8 out of 12 weeks be supplemented with any alternative forms of leave that she still has remaining.
Software engineered for FMLA benefits employers by giving them the ability to keep track of all employees’ PTO hours at all times.
4. Fluid adjustment to all FMLA regulation revisions
FMLA regulations are always subject to change, and as a result, an agency must always be prepared to adjust whatever procedures are necessary to remain within compliance.
FMLA benefits to employees are simply convenient administrative perks when properly prepared for, but can be a complete nightmare for all parties involved if the employer isn’t vigilant in staying on top of them. Implementing tracking software can assist by always keeping employers and supervisory personnel up to date with any future regulatory changes that immediately need to be accounted for.
5. Mitigated risks of litigation
Should employers not remain vigilant in keeping track of all of the relevant information, then in the worst case scenario, there might be serious legal consequences. Even if employers lose track of a small piece of relevant information due to an honest oversight, FMLA regulations are set in stone and don’t offer much leeway in terms of violation.
Proper FMLA tracking software ensures that employers can remain fair to their employees while protecting themselves against any chances of in-house FMLA policy abuse or exploitation.
6. Maximized economic optimization
Tracking software not only helps to calculate the leave time that gets applied to special FMLA requests, but also assists in optimizing the agency’s overall profit margin. Because FMLA software gives employers an exact figure on the attendance history of each employee, it’s much easier to keep an accurate record of the costs incurred by absenteeism in the agency.
Every absence comes with a certain cost that the agency has to calculate in their fiscal reports, and by keeping track of attendance rates, employers can more accurately calibrate their other expenditures.
7. Productivity enhancement
FMLA software not only helps agencies keep their FMLA compliance up to standard, but also lighten’s the agency’s overall workload. Along with the high risk of human error, attempting to keep track of every element relevant to FMLA tracking through manual methods takes an exorbitant amount of time and labor. By letting the software handle all of the heavy lifting, agencies can contribute more of their hours and manpower to other high-priority tasks.
8. Differentiated leave history management
Under certain conditions, employers may request that vacation leave and sick leave are applied to their requests for FMLA leave. FMLA policy does not require that employers apply any form of paid leave to the standard unpaid workweeks permitted by FMLA (with the exception of female employees who have given birth), but at the employers’ discretion, they may elect to honor such a request. Tracking software allows employers to always be aware of all leave hours that each of their employees has taken in the past.
9. Enhanced employer-employee communication
Beyond being an exercise in humane employment protocol, FMLA benefits are also a means of fostering better relations and communication between the employer and their employees. By providing a constant mutual avenue of understanding, employers and employees can always remain on the same page about any administrative decisions regarding FMLA requests and other matters involving other exigencies.