About This Resource
Many employees don’t have a clue how tough it is for organizations to manage everything related to leaves of absence or time off – even if it’s just for one day. From the employee’s point of view, when you need to take a sick day, you let your manager know and it’s done.
Despite that being a seemingly “simple” request, employers are all too familiar with the difficult job of managing leaves. More than half (56%) scored a C, D, or F for their absence practices, according to the Absence and Disability Readiness Index published by The Standard. The survey results also indicated that fewer than half of employers say they believe their programs are well managed.
Indeed, due to local, state, and federal regulations, managing leave can be one of the most complicated issues for HR and payroll teams. With so many compliance issues related to time off—as well as rules developed by the individual organization—managing, reporting and paying employees for time off isn’t simple at all.
Thankfully, integrated workforce management tools can help improve the leave management process.
The High Cost of Ineffective Leave Management
Many factors related to time off must be tracked – whether it’s one day or three months’ leave. For example, organizations must:
- Adhere and comply with leave requirements based on industry, location, and job type (e.g., hourly, salary, or union)
- Evaluate leave requests based on organizational policies
- Monitor employee leave limits and paid time off balances
- Determine coverage during an employee’s absence
Download our eBook to learn the benefits of integrated leave management solutions.
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