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Human Resources Processes with ERP
headaches during the year, but those headaches do not occur in a continuous set of
12 weeks, the absences might not be documented as part of FMLA. By tracking absences
with human capital management software, employees might be encouraged to see
specialist doctors sooner to get treatment that could reduce future absences.
Part of the challenge of documenting FMLA absences is the complexity of the task.
First, in addition to the FMLA, there are many state laws governing medical leave rights,
such as the California Family Rights Act (CFRA). Second, the FMLA rules are complex.
For example, the following is a small section of the FMLA that defines intermittent or
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reduced leave:
Leave under subparagraph (A) or (B) of subsection (a)(1) shall not be taken by an
employee intermittently or on a reduced leave schedule unless the employee and
the employer of the employee agree otherwise. Subject to paragraph (2), subsection
(e)(2), and subsection (b)(5) or (f) (as appropriate) of section 103, leave under
subparagraph (C) or (D) of subsection (a)(1) or under subsection (a)(3) may be
taken intermittently or on a reduced leave schedule when medically necessary.
Subject to subsection (e)(3) and section 103(f), leave under subsection (a)(1)(E)
may be taken intermittently or on a reduced leave schedule. The taking of leave
intermittently or on a reduced leave schedule pursuant to this paragraph shall not
result in a reduction in the total amount of leave to which the employee is entitled
under subsection (a) beyond the amount of leave actually taken.
Obviously, understanding and properly accounting for FMLA leave is complex.
Software to manage FMLA leaves, such as SAP’s FMLA Workbench, can help companies
do the following:

• Determine FMLA eligibility based on an employees hours worked and hire
date.
• Track concurrent and intermittent FMLA leave simultaneously with other
leave types such as vacation or personal leave.
• Generate the necessary forms and documents for managing FMLA events.
• Store doctor’s certifications and send alerts when new certifications are
required.
• Reduce the likelihood of Department of Labor investigations and employee
lawsuits.
The last point is especially important for human resources professionals. In the
recent legal case Narodetsky v. Cardone Industries, the court held that human
resources managers may be individually liable for FMLA violations at an organization.

Question:
1. Using the Internet, investigate the cost of absenteeism for companies in the
United States. How can human capital management software help companies
reduce their costs for this?
2. Using the Internet, find at least two changes to the FMLA act since its creation
in 1993.

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