Compliance: Possible

By Terri L. Rhodes, CLMS, CCMP, CPDM, MBA

CEO
DMEC

Today’s workplace is unprecedented in its fragmented landscape for managing employee time off.

• We have mandated leaves of absence, paid family leave, and sick leave laws.
• We have company policies that augment state and federal time off programs.
• An estimated 60% of the U.S. workforce has access to Family and Medical Leave Act (FMLA) benefits, which are expanded by literally hundreds of state, county, and municipal laws, not to mention state and company short-term disability policies.
• Paid sick leave laws have been enacted by nine states and more than 40 counties and municipalities.
• Paid family leave laws have been enacted by California, New Jersey, Rhode Island, New York, Washington state, and the District of Columbia. Large and influential, California is serving as a laboratory for complex state-federal interactions.
• There are literally hundreds of other state, county, and municipal laws. Some of the required time off laws, such as voting, bereavement, school activities, bone and blood donor, victims of domestic abuse/crime, just to name a few, require detailed management and oversight.

Compliance in this current environment would have been inconceivable using the manual tools and “sneaker net” communications we used in the early years. And if the trajectory continues, managing these “time away from work” programs will be even more complex a year from now.

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