Third Party Leave Administration

FMLA Leave Administration & ADA Compliance

These two statutes are highly complex and technical in terms of employer compliance. In fact, employer failure to comply with ADA mandates make up about 38% of all EEOC claims annually, by far the highest amount of discrimination claims eclipsing sexual harassment, race discrimination and age discrimination claims. This is not because employers are simply ignoring their responsibilities, it’s because they do not understand exactly what they need to do to ensure their employees’ rights are observed under these two statutes.

CHRO Facilitates your Compliance with the FMLA and ADA

CHRO is not your average third party FMLA or ADA administrator. We have years of experience guiding employers through the compliance maze of these two statutes and we know, that employers need more than a company moving paper around to optimize their compliance efforts. Our FMLA and ADA Outsourcing Solution includes:

  • Training supervisors and executive management on common employer compliance missteps, the scope of their limited participation in ensuring FMLA and ADA compliance, and providing them with the opportunity to participate in quarterly open-forum meetings during which CHRO answers their questions or addresses issues they raise related to these statutes.

  • We can take over your entire FMLA and ADA administration, engaging in all employee contact, collection and storage of certifications, memorialization of meetings, and outreach to healthcare providers, and when applicable, guiding the employer through the complex interactive process to help both employee and employer find an accommodation that is reasonable for the employer to grant.

  • We can guide your current HR team through the FMLA and ADA compliance requirements acting as a backup HR Director for them. Under this service, CHRO builds workflows for your HR team to ensure compliance with the technical requirements of these statutes and guides them through the many hiccups that can occur with employee noncompliance with their obligations.

  • CHRO drafts comprehensive ADA and FMLA policies for your employee handbook to ensure you meet all posting requirements, and structures internal communication protocols related to ADA and FMLA requests to minimize disclosure of health information to employees uninvolved in FMLA and ADA compliance.

To learn more about FMLA and ADA Outsourcing, you can read this article or you can contact us for a detailed discussion about your current compliance process and how it can be improved.