The case study scenario:
Four out of seven team members became pregnant around the same time, which is a huge challenge for HR because all had to take maternity leave at the same time. With more and more women attaining higher positions that are more crucial to business operations, how can HR manage this effectively?
The solution provides for careful planning of each member's project leave; defining who else within the team can assist with the workload. Alternative solutions are also addressed, such as temporary workers and/or outsourcing.
The Family and Medical Leave Act (FMLA) permits eligible employees to have up to twelve weeks of unpaid leave for the birth and care of a newborn, with continuation of benefits and job protection (United States Department of Labor (DOL), 2013). Based on this Federal regulation, employers are not permitted to "replace" employees who are on FMLA leave. Therefore, any management of such leave must include the ability for the employee to return to their job, or an equivalent, once their FMLA leave has concluded.
Human Resources (HR) can efficiently manage multiple, ...
This solution is over 350 words and addresses a case study scenario in which a hypothetical organization has four out of seven team members with upcoming maternity leaves. The solution provides recommendations for how to facilitate when employees are off work at the same time; along with explaining the Federal regulations for the Family Medical Leave Act (FMLA). One reference is included.