The Pulpstream Platform

Tracking FMLA leave can be a complicated process, even when an employee requests leave in a single continuous period. But it can be especially tricky if an employee needs to take leave in multiple blocks — what’s known as FMLA intermittent leave.

The Family and Medical Leave Act (FMLA) applies to employers in all 50 states, and it’s up to your human resources team to ensure that you comply with all of its requirements. But if an employee is eligible for leave under multiple state and federal leave laws, or wants to take intermittent FMLA leave, keeping track of it can be complicated.

The Family and Medical Leave Act (FMLA) entitles eligible employees to 12 weeks of leave per year for certain qualifying conditions. Although FMLA is unpaid, Colorado's Paid Family and Medical Leave Insurance (FAMLI) comes into effect in 2023.

Having a performance management process in place can help your organization guide employees’ behavior and support their professional development. Some organizations only conduct performance reviews on an annual basis, while others have a series of performance review templates for specific timeframes or circumstances.

Automating HR processes can save your organization time and money, and allow your human resources team to focus their energy where it counts: on personal interactions with your employees, rather than on time-consuming manual tasks.

The Americans with Disabilities Act (ADA) comes into play when a disability or medical condition interferes with an employee’s ability to perform the essential functions of their job. In most cases, the first step is to engage in the ADA interactive process.

At some organizations, a performance review is something that only takes place once or twice a year, and then gets put to the side until the next one rolls around. But having an effective performance management process in place allows you to measure employee performance year-round and shape it with regular appraisals and check-ins.