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FMLA tracking
Technology Forum
FMLA tracking
Discuss how to choose system that will yield the best results, as well as how to maintain it, and how to calculate its return on investment.
I found a few past posts re:FMLA tracking and am wondering how others are keeping track of FMLA. Are you using a time reporting system? an HR system? spreadsheet? an Access database? or is there a
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FMLA tracking

posted at 4/22/2005 5:52 AM EDT
Posts: 26
First: 1/28/2003
Last: 11/30/2010
I found a few past posts re:FMLA tracking and am wondering how others are keeping track of FMLA.

Are you using a time reporting system? an HR system? spreadsheet? an Access database? or is there a specific tool that is tracking FMLA for you?

TIA
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FMLA tracking

posted at 6/9/2005 3:38 AM EDT
Posts: 1
First: 6/9/2005
Last: 6/9/2005
I am actually looking for a FMLA tracking program. We are currently using Peoplesoft for payroll and benefit administration. We are having problems tracking LOA and FMLA. What software would you recommend?
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FMLA tracking

posted at 6/9/2005 3:49 AM EDT
Posts: 26
First: 1/28/2003
Last: 11/30/2010
I don't know who to recommend. One company that contacted me was Intellisys; they have a software application: Nextrak 5 for absence and leave automation. We are using spreadsheets but hoping to leverage a new time system next year for better tracking.
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FMLA tracking

posted at 6/9/2005 7:21 AM EDT
Posts: 217
First: 3/22/2005
Last: 8/29/2011
I've implemented and used PeopleSoft for FMLA tracking and I agree, it has challenges, but I've always found the reason is not the system but the process. Once it was implemented with Time & Labor (or T&A), when Benefits got involved and trained managers on what leave types are and employees started recording events, a lot of the problems went away. It's still an issue with intermittent leave, but I don't know an easy solution to that other than having benefits analysts being closer to the employee. My experience has always been that the 80/20 rule applies in all things, so if you look at the majority of your FMLA cases and what will work to manage them, the other 20% can be more easily managed as the exceptions they really are. Streamlining your processses and leveraging best practices will go a long way in resolving your challenges.
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