Embracing flexible workforce strategies. Empowering Every Hiring Decision

In the modern business landscape, forward-thinking companies grasp the critical role of diversity, equity, inclusion, and a sense of belonging in their success. Enlightened leaders understand that a diverse workforce is not just a desirable quality; it’s a proven catalyst for innovation and heightened productivity.

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Guiding You Through Strategy Formation

  • Prolonged Hiring Processes
  • Challenges in Locating Temporary Talent Pools
  • Managing Overload and Employee Burnout
  • Advance Planning for Leave Coverage and Temporary Replacements

"Rise Again" that discusses mandatory leave and employee protections:

Protected Leave Entitlements

Employees enjoy legal safeguards under the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA). Qualified employees under FMLA are entitled to up to 12 workweeks of unpaid leave. Following this period, employers must reinstate the employee to their previous position or a similar one. Specific regulations can vary by state and may be subject to collective bargaining agreements with employee unions. For an employee to be eligible for FMLA leave, they must have completed a minimum of 12 months of service and worked at least 1250 hours in the 12 months leading up to the leave. If these conditions are met, employees can request FMLA leave for:

  • Caring for a family member with a serious health condition
  • Personal serious health condition
  • The birth of a child
  • Child adoption or foster care placement
  • Military caregiver leave
  • Military qualifying exigency leave.
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Optional Time Off

Voluntary leave is more of an employee-centered perk rather than a mandated obligation. While it may not typically come with the same level of legal safeguards as mandatory leave, it serves as an indicator of your organization’s consideration for employees’ personal circumstances. Companies offering such leave should define specific criteria for eligibility, outlining who qualifies and who does not.

When employers demonstrate empathy by offering a voluntary leave program, they not only enhance employee loyalty but also elevate overall workforce morale. This, in turn, leads to increased employee retention, fortified relationships, and heightened productivity. As an employer, it’s essential to consider various situations, including:

  • Supporting employees seeking higher education
  • Providing compassionate leave for bereavement
  • Facilitating sabbaticals for personal growth
  • Extending support to employees navigating divorce or family challenges
  • Offering leave options to accommodate relocations.

Guiding You in Crafting a Strategy

Outstanding employers find the right equilibrium between legal leave requirements and voluntary benefits. We are here to help you navigate your state’s regulations to shape the most advantageous leave policies for your organization. Our recruiting experience provides us with valuable insights into the industry’s expectations regarding these benefits. This not only eases the stress of employee leaves but also eases the workload of your HR team.

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Empowering Women's Reentry into the Workforce at Rise Again

  • Streamlined Hiring Process with a Verified Pool of Returners
  • Access to Qualified and Professional Women Ready for Immediate Contribution
  • Personalized Support and Mentorship for Returners through WBW
  • Comprehensive Support for Leave of Absence (LOA) in Engineering, Product, and Technology Organizations
  • An Enthusiastic Talent Pool Available for Short-Term Roles
  • Maximizing Leave of Absence Policy Uptake
  • Proven Track Record of Success with Our Partner Organizations
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