As an HR and People Ops leader, you’re at the forefront of ensuring your organization fosters an environment where employees can thrive both professionally and personally. As such, you’re required to wear many hats…like, enough hats that you’re considering asking for a hat closet stipend allocation in next year’s budget (and we hope you get it approved).
Among the myriad tasks that fall under your purview, managing and administering your leave of absence policies compliantly is probably the least uncomfortable hat you have to wear. Complete with a piece of plastic that’s digging into your head and sweat stains from late-night Google searches about leave laws in states you’ve never stepped foot in.
The importance of having compliant leave of absence policies can’t be overstated, so we’re dedicating the next (put in number of words) to covering the pitfalls of getting it wrong, as well as how can turn your compliance risks into a thing of the past by having Tilt manage all of your leaves of absence for you, consistently, and in accordance with the latest laws.
Aligning the administration of your leave policies with federal and state laws is the cardinal rule. While these regulations are intended to act as a safety net for your employees, for HR leaders it feels more like a delicate balancing act on a legal tightrope. Federal laws like the Family and Medical Leave Act (FMLA) and state-specific regulations demand your unwavering attention.
Non-compliance with these regulations isn’t an option; it’s an open invitation to costly lawsuits and headaches. As an HR leader, you must be vigilant in your adherence, ensuring that every “lower-case j” is dotted and every “t” is crossed. If that seems like an impossible task amid a slew of spreadsheets, confusing payroll calculations, and frustrating interactions with insurance carriers, you aren’t alone.
Tilt leave management platform takes the Federal and State law compliance guesswork out of administering your leave policies. Backed by an in-house team of employment attorneys, FMLA specialists and payroll specialists, you can rest assured that our team of leave law legends is guiding your employees through every step of their leave, no matter the specifics of your organization’s policies, no matter the leave type, no matter the state.
From automated FMLA determinations to laying out every step your employees are required to take to keep your organization compliant, here’s how Tilt does your least favorite to-do for you:
(Go ahead, take a spin in our platform yourself)
The most important C&C since the Music Factory is policy clarity and consistency. Where clarity makes it easy for employees to understand their leave rights and responsibilities, consistency keeps your processes running smoothly, preventing the risk that your policies may contradict themselves or lead to potential discrimination claims.
When you leave your leave management to Tilt we do a comprehensive policy overview with you right out of the gate. We identify areas where we see room for improvement, and we address granular details such as opportunities to remove language that might lead to biases in the way your policies are administered.
We understand that every organization is unique in its approach to leave of absence policies, which is why our platform is completely customizable to match your specific policy needs. Further, by going through Tilt, you’re ensuring that every leave gets administered the same way, every time, for all your employees.
Having a simple and secure way to accurately track and record all aspects of a leave is about much more than your own spreadsheet sanity, it’s your insurance policy against disputes and legal quagmires. From tracking leave balances to medical certifications, these records are your source of truth, helping you prove that your policies were administered compliantly if they come into question
HR pros should maintain accurate records of leave requests, approvals, denials, and any related communication. Proper documentation is crucial in case of legal disputes or audits and doing it well is a ton of tedious work, as you’re well aware.
Tilt makes sure that not only are your policies administered consistently and fairly, but that all your leave data is stored safely and securely (more on our data security here) and in accordance with the latest leave laws.
No more rogue email threads with attachments containing sensitive employee information. Your employees can upload their leave-related documents directly into the Tilt platform so you can keep your documentation and record keeping all under one digital roof. We should note, managers and payroll also have access to Tilt, but they DO NOT have access to sensitive information of documents. They get customized access to see only what they need to see.
Speaking of managers, when it comes to leave the rule is crystal clear: Thou shalt not retaliate, discriminate, or engage in unlawful shenanigans. Employees who exercise their leave rights should feel like supported superheroes, not potential targets, and while managers might not know if or when they cross the line, it’s on HR to champion these principles, ensuring that taking leave doesn’t lead to retaliation or discrimination.
In this case, it’s not just a legal obligation, but also a moral imperative. Tilt gives access to an employee’s manager not only so they can be in sync with the start and end dates of a leave, but we also educate them on how to be a supportive manager while their employees are away.
From do’s and don’ts about how to communicate with their employee, to educating them on the specifics of the employee’s rights, all the way to tips on how to reacclimate their employee back into the workforce, Tilt provides tools to help managers keep their feet out of their mouths and you out of legal hot water.
Of course, no one can control how a manager will behave, but with Tilt you’re putting your employees in the best position possible to have a supportive leave without managers mucking it up.
Tilt is leading the charge in all things leave of absence management through easy-to-use tech and human touch. Since 2017, our proprietary platform and Empathy Warriors have been helping customers make leave not suck by eliminating administrative burdens, keeping companies compliant, and providing a truly positive and supportive leave of absence experience for their people.
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