The Pulpstream Platform

For small businesses, it can be easy enough to handle human resources tasks with a small HR team. Maybe you only need to onboard new hires once or twice a year, and your company is small enough that you aren’t subject to state and federal leave laws like the Family and Medical Leave Act (FMLA).

An employee is on a leave of absence for family or medical reasons, and you ask them to take care of a few things at the office. Or maybe they’ve offered to handle some tasks voluntarily. But is working while on a leave of absence legal? And what if they continue to work a second job while on a leave of absence from your organization?

A personal leave of absence policy is your company’s set of guidelines for taking time off work for personal reasons. Personal leave is a broader category than sick leave or vacation time, and can be taken for a wide variety of reasons. However, just because you have a personal leave policy doesn’t mean that other leave laws don’t apply.

The ADA interactive process refers to the steps that employers must take to assist an employee with a disability under the Americans with Disabilities Act (ADA). Employers are obliged to provide “reasonable accommodation” to the employee unless it would present an undue hardship to the business.

Tracking employee attendance is essential for ensuring that your employees are putting in the right amount of work hours, that they’re paid accurately, and that they accrue the correct amount of mandatory leave. But the right tools for attendance management will vary depending on how your employees are paid and where they work.

Human resource management encompasses a wide range of HR tasks, from employee benefits administration to leave of absence tracking. A human resources information system, or HRIS, is a piece of software that stores employee records in a central database and provides tools for managing and automating HR processes.

When an employee takes a leave of absence under the Family and Medical Leave Act (FMLA), they have several rights and responsibilities when they return to work. These FMLA return to work guidelines can vary slightly depending on the type of leave, the length of leave, and the employee’s job description.