The Leave of Absence (LOA) Manager will directly oversee and maintain the leave of absence (LOA) program which includes processes such as FMLA and ADA. The LOA Manager will ensure that associates and managers understand the processes surrounding their work or non-work-related absences. This position will serve as a liaison on all matters involving absence and leave management programs and provides subject matter expertise on leave administration to associates, managers and the greater HR team.
Position Responsibilities May Include, But Not Limited To
Serves as a liaison between employee, HR, Workman’s Comp, Legal and Leave of Absence Case Managers to identify return to work opportunities for occupational or non-occupational injuries/illnesses.
Provide education regarding the associates role and responsibilities to understanding the LOA process, FMLA and ADA requests.
Serves as point of contact for the ADA Interactive process to include providing final ADA determinations based on medical certifications and company policy. Serve a liaison for facilitating return to work via the Americans with Disabilities Act as Amended Act (ADAAA) interactive process.
Support HR Business Partners to identify reasonable accommodations suitable for the associate’s work restrictions and limitations.
With information obtained from the associate, support and maintain communication with Floor & Decor’s third party leave managers, human resources, and legal department.
Support and maintain communication with Floor & Decor’s leave managers with information from associates
Communicate to the appropriate leader and HR when return to work is successful or unsuccessful.
Maintain documentation of transitional duty and track timing and progress in transitional duty.
Track accommodations provided via the ADA process through software platform.
Provide regular training to HR regarding the return to work program and processes.
Serves as an expert resource on case management, legal requirements, SOP and leave program which includes new initiatives and projects under the general direction and guidance of HR leadership and consultation from the legal department.
Identify and develop solutions to address issues and trends in associate absences; develop and strengthen communication with departmental absence support teams and front-line management
Works closely with all levels of management, HR and associate relations as it pertains to leave management matters
Provide reporting and analysis of leave-based concerns for Sr. Leadership including measurement of success through key performance indicators
Maintains confidentiality of sensitive information; ensures compliance with HIPAA
Other projects or duties as assigned.
Required Skills & Experience
Bachelor’s degree in related field from four-year college or university and 5+ years of experience as a case manager or High School Diploma or GED with 8+ years of experience as a case manager.
Must have excellent organizational and record-keeping skills, as well as the ability to manage multiple cases.
High degree of self-motivation and discipline with a keen ability to handle sensitive and confidential matters appropriately.
Client management experience with internal/external responsibility for developing and maintaining client relationships.
Great communication skills and ability to articulate care plans to associates, managers, and HR.
Sound critical thinking and problem-solving skills to assess needs, analyze feedback from care providers, IDM and assist in determining best plan.
Strong computer literacy to maintain and manage case records.
In-depth knowledge of local, state, and federal laws.
Energetic, driven personality with a demonstrated ability to take initiative, successfully handle and prioritize multiple competing assignments and effectively manage deadlines.
This position must pass a post-offer background.
Experience with an employer, insurance carrier or case management group.
Floor & Decor is an equal opportunity employer and is committed to equal opportunity for all associates and applicants. F&D recruits, hires, trains, promotes, compensates and administers all personnel actions without regard to race, color, religion, sex, sex stereotyping, pregnancy (which includes pregnancy, childbirth and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, sexual orientation, genetic information or any other status protected by applicable law.
This policy applies to all areas of employment, including recruitment, testing, screening, hiring, selection for training, upgrading, transfer, demotion, layoff, discipline, termination, compensation, benefits and all other privileges, terms and conditions of employment. This policy and the law prohibit employment discrimination against any associate or applicant on the basis of any legally protected status outlined above.
Thank you, please complete your application on the following page.
Fortune’s 100 Fastest-Growing Companies in 2020