Leave Of Absence Tracking Human Resources Manager Essay

Bolthouse Farms MEMORANDUM TO: Cristina Navarro, Human Resources Manager FROM: Atzimba Hernandez, Human Resources Coordinator DATE: September 15, 2016 SUBJECT: Leave of Absence Tracking As our company continues to expand and merge with Campbell’s we expect the volume of leaves to substantially increase. We need to implement a platform to be utilized by our administrators that will effectively track leaves and keep our Human Resources department and supervisors updated on employee status. A poorly administered leave of absence may result in an employee’s absence being perceived as an unexcused absence that can lead to termination or disciplinary action. Employees and management trust that the Human Resources Department will suitably manage a leave of absence. Because of the size of the company, aging employees, and careless young adults we have a high number of leaves. When I was brought on board I began to notice poorly administered leaves of absence. The issues I noticed included: missing leave of absence files, supervisors not on the loop on an employee’s return to work date, missing medical certifications validating a leave under FMLA/CFRA or ADA, exhausted leaves of absence, employees returning to work without a fitness for duty clearance, and employees failing to return to work. Using detailed documentation and Outlook calendar, we can effectively track all leaves. Leaves Administration Employees are well aware of their legal rights and have learned to takeShow MoreRelatedEssay on HRIS Requirements For Riordan Manufacturing1106 Words   |  5 PagesRiordans Human Resource Information System (HRIS) have been identified as disjointed and Riordan wants to integrate those processes into the HRIS to create a more seamless, secure and efficient system. Manual processes as well as partially automated processes, both internal and external third party, will need to be integrated into the HRIS system to accomplish this integration goal. 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