Leaves of Absence & Disability

When you look at all the federal, California, and local leave policies, some of which conflict, there are over 50 potential leaves (or combinations of leaves) of absence that you may have to manage. In many organizations, there is a full-time human resource professional or even a team of human resources professionals who do nothing but manage leaves of absence and disability accommodation management. Or they simply outsource parts of it. It’s daunting. Along with this, ensuring that job descriptions and functional job analysis, and that any remote work policies are in place make this process smoother.

 When an employee needs a leave, or even just lengthy protected sick time, it’s often for something catastrophic in their life or something very joyful, like a new child, and how an organization treats someone during this time is what people internally and externally see. This is where culture matters. It can have huge implications for morale and customer perception, as can any type of employment-related litigation. At the same time, filling in and keeping the business running matters. How that’s handled and communicated matters. When a workplace violence issue is possible, managing that policy and procedure matters a great deal for everyone’s safety.

 Having consistent policies and procedures in place matters. Having the right forms to use at the right time matters. And, having your staff trained matters. Not just HR: all supervisors. Michael Trust Law has experience with both large, medium, and small employers in helping design processes for leave and disability management to ensure that your organization is compliant, to avoid legal issues, and to help you ensure your great organizational culture. 

Contact Michael Trust Law today to discuss your specific situation and how we can partner with your organization to help you avoid and defend against these types of issues.