Although employers may choose to outsource their Leave of Absence (LOA) work, it’s important to ensure that you have an effective LOA team even with your company leaves being outsourced. It’s imperative that your internal leave management team has a full understanding of your company’s leave and policies along with a cohesive relationship with your vendor, which will lead to an effective partnership and overall successful leave management team. Below are tips on how to have a successful in-house LOA team.
- Having the right people on the team
Although you may decide to outsource, many employers choose to have a smaller internal LOA team to help support their LOA vendor. In addition, the LOA team should serve as a go-to person for your companies’ employees. It’s important to make sure when staffing these teams, the internal contacts have LOA and ADA background.
- Training for the Team
In order to ensure your vendor is managing your leaves correctly as well as giving your employees correct information, it’s important to make sure your LOA staff are trained on your company’s leave policies as well as internal policies such as attendance policies, corrective action policies and payroll policies. It’s also key for your staff to be up to date on current state and federal leaves as well as upcoming leave laws. Having a trained team will result in effective communication of your leave policies to your employees.
- Team Structure, Assignment & Goals
In addition to having LOA background and a full understanding of your LOA policies, it’s important that there is structure to the team. There should be adequate staff as well as clear understanding of their roles and responsibilities. The work the LOA team is completing should be reviewed, and, if possible, measured. There should be set, clear goals that your team works towards. These can be individual, group and/or company goals.
- Documentation
Whether you choose to use a LOA software or an internal system, it’s important that all work should be documented. This should include conversations and interactions with your employees, managers and your contacts with your LOA vendor.
- Partnership
Many employers treat their LOA vendor as an extension of their company. It’s important that there is an open line of communication between the two groups. Feedback, both positive and negative, should be shared between your company and your LOA vendor. In addition to your LOA team understanding your company’s policies, it’s also important to make sure your vendor understands you company’s leaves and policies.
Having an in-house LOA team can not only benefit your employees but also result in a successful partnership with your LOA vendor. Having an internal LOA team who have the background and knowledge, who are properly trained can result in effective and efficient LOA policies, which can lead to a positive LOA experience for your employees.
