FMLA Eligibility Report

Owned by Knowledge Assistant
Last updated: Aug 23, 2024
2 min read
Description of Issue

Can you explain some of the information on the FMLA Eligibility Report?

Context

  • Enterprise ERP

  • Human Capital Management

  • Human Resources

  • Leave/Absence Management

  • FMLA Eligibility

Cause

Informational

Resolution

Please see the information below regarding the meaning of these columns on the FMLA Eligibility Report. 

The general process of generating the report involves first checking that an employee is eligible for FMLA leave. This is done by checking the employees date of hire as well as the number of hours worked in the past 12 months, since, in order to be eligible, they must have been employed for at least a year and they must have worked 1,250 hours in the past 12 months. There is a column on the report for PROJECTION REASON that can give one of these values:

  • Amount of Service = not enough hours worked

  • Length of Service = less than one year of service

  • Zero FMLA balance = No FMLA for remaining for the period defined

  • N/A = When the employee does not fit into any of the above criteria and are eligible for FMLA leave

There are two ways to track FMLA leave and have it be part of this report:

  • Payroll - Utilizing a specified Pay Code for FMLA can be used to track intermittent Leave.

    • Pulls from earnings history and calculates the weeks used by dividing these hours from the number hours for the week (either taking Calendar Work Days or the defined Work Days on he Base pay, multiplied by the Hours Per Day.

  • Employee Leave Wizard/Personnel Actions - Utilized for full FMLA where they are on leave for longer periods of time.

    • The Return Date will determine if this action will be used for the report if it falls within the Period Dates, and the Leave Length will be the number of weeks to subtract from Eligible Weeks

  • NOTE: When utilizing the Payroll to track long-term FMLA leave, the Employee Leave Wizard or creating a Personnel Action for the same leave incident should not be used, as this will double the usage on the FMLA Eligibility Report. Payroll is typically used for intermittent leave and when there are additional accruals available.

Additional Information

Documentation:

Please reach out to Enterprise ERP Human Resources Support if you have any additional questions