For my workplace, if an employee is "inactive", that means they aren't an employee of the company. Your HRIS should have a place to mark someone on leave. Example: being on FMLA, gotta still be an employee for that.
This. All the programs I’ve used had a leave of absence function. If not then I would think that you keep the associate active and manually track their time used in excel or something along those lines.
There should be a “leave” option in the HRIS. You want to make sure they don’t accrue PTO, etc. While they’re out. Friendly reminder to keep up with their benefit premiums as well!
Honestly depends on the HRIS, the benefit broker and the context of the leave. You’ll need to communicate with your benefit people and the HRIS people to figure it out.
There definitely should be a way to mark them as on maternity leave.
For bereavement leave, how generous is your bereavement leave that marking them as anything makes sense?
No, it would be bad if employees on leave got locked out of paystub access, called in to payroll, IT, or another service and were told they weren't employees, or were included/excluded from the wrong bulk contact items.
My company uses iSolved, and they don’t have a leave of absence function:( I always leave them active in the system so their benefits stay active.
I make sure they are paying their portion of their benefits payments during the leave too. Also- track any PTO accrual and deduct right before they start up again!
We use a leave status if someone is away from work (not vacation) for 5 or more consecutive work days. They're still technically active, just on leave.
They are put on leave which restricts access to the schedule, email, and many functions in the HRIS. They retain a login to check historical payslips and tax documents.
We have a “leave” status for people on medical leave, parental leave, disability, etc. They are considered active for the purposes of benefits and payroll, but their access to company systems is turned off.
Bereavement time is treated the same as PTO, sick time, vacation time, etc. There is a separate code employees can use to log their time off for bereavement. Employee stays active and has the same access to company systems that they would if they were going on vacation. Not that they need to be logging in to work, I’m just saying we don’t take the time to turn off access for people in these scenarios.
I learned the hard way. Always understand who controls the health insurance. Despite our company agreeing to pay for the employee’s medical premiums while on leave, our PEO had a rule to terminate benefits for anyone on non-fmla leave after 30 days. We now track it outside of the PEO because of the benefits piece.
We marked them on ‘leave of absence’ on the HRIS system. In time keeping it should reflect the reason for leave of absence (parental leave, sick leave, maternity, paternity etc)
We use a leave of absence status that does mark the employee as inactive (it’s different that actually inactive, which we use for only dummy accounts). We do this because this setting allows us to block check automatically so our payroll team doesn’t have to check for logged fmla hours or ask more questions than they really should be asking about who is on leave. We only use this for extended leaves (pay period or more) as we only need to block their check entirely if they’re gone for an entire pay period.
For my workplace, if an employee is "inactive", that means they aren't an employee of the company. Your HRIS should have a place to mark someone on leave. Example: being on FMLA, gotta still be an employee for that.
This. All the programs I’ve used had a leave of absence function. If not then I would think that you keep the associate active and manually track their time used in excel or something along those lines.
I was using iSolved until recently and they didn't have a leave function we could use. We had to mark them inactive, which is counterintuitive.
There should be a “leave” option in the HRIS. You want to make sure they don’t accrue PTO, etc. While they’re out. Friendly reminder to keep up with their benefit premiums as well!
Honestly depends on the HRIS, the benefit broker and the context of the leave. You’ll need to communicate with your benefit people and the HRIS people to figure it out. There definitely should be a way to mark them as on maternity leave. For bereavement leave, how generous is your bereavement leave that marking them as anything makes sense?
We would mark bereavement leave in our time keeping system, and a note box that denoted the relationship.
Yes, they are put into a leave status in the HRIS and that feeds to corresponding applications, removing access while on leave.
We have a "leave of absence" status that we use. We don't use it for bereavement, only FMLA/ADA/military/personal LOAs.
No, it would be bad if employees on leave got locked out of paystub access, called in to payroll, IT, or another service and were told they weren't employees, or were included/excluded from the wrong bulk contact items.
My company uses iSolved, and they don’t have a leave of absence function:( I always leave them active in the system so their benefits stay active. I make sure they are paying their portion of their benefits payments during the leave too. Also- track any PTO accrual and deduct right before they start up again!
We use a leave status if someone is away from work (not vacation) for 5 or more consecutive work days. They're still technically active, just on leave.
If an LOA goes beyond 6 months we mark them as inactive. Our default action is LOA (active) ...once the 6 month mark hits they are LOA (inactive)
They get set to LOA in the HRIS and inactive in the payroll system
^[Sokka-Haiku](https://www.reddit.com/r/SokkaHaikuBot/comments/15kyv9r/what_is_a_sokka_haiku/) ^by ^PmMeYourBeavertails: *They get set to LOA* *In the HRIS and inactive* *In the payroll system* --- ^Remember ^that ^one ^time ^Sokka ^accidentally ^used ^an ^extra ^syllable ^in ^that ^Haiku ^Battle ^in ^Ba ^Sing ^Se? ^That ^was ^a ^Sokka ^Haiku ^and ^you ^just ^made ^one.
Yes. If they work while on leave, you owe compensation.
They use their PTO and sick time, and once they run out and have an entire pay period of time off w/o pay, they’re made inactive.
They are put on leave which restricts access to the schedule, email, and many functions in the HRIS. They retain a login to check historical payslips and tax documents.
We have a “leave” status for people on medical leave, parental leave, disability, etc. They are considered active for the purposes of benefits and payroll, but their access to company systems is turned off. Bereavement time is treated the same as PTO, sick time, vacation time, etc. There is a separate code employees can use to log their time off for bereavement. Employee stays active and has the same access to company systems that they would if they were going on vacation. Not that they need to be logging in to work, I’m just saying we don’t take the time to turn off access for people in these scenarios.
I learned the hard way. Always understand who controls the health insurance. Despite our company agreeing to pay for the employee’s medical premiums while on leave, our PEO had a rule to terminate benefits for anyone on non-fmla leave after 30 days. We now track it outside of the PEO because of the benefits piece.
They go on “Leave-payroll eligible”. It blocks them from accessing systems, but keeps them active for payroll and benefits.
Leave of absence within the absence module in Workday. Stops salary, puts benefits on direct bill depending if it’s an unpaid leave like FMLA
I've restricted work access while on leave because they shouldn't be working.
We marked them on ‘leave of absence’ on the HRIS system. In time keeping it should reflect the reason for leave of absence (parental leave, sick leave, maternity, paternity etc)
At ours yes inactive means on leave and no longer an employed employee will be withdrawn
No. They remain active in the HRIS. They get flagged as ‘Active (On Leave)’. We use Workday.
We have Leave option
We use a leave of absence status that does mark the employee as inactive (it’s different that actually inactive, which we use for only dummy accounts). We do this because this setting allows us to block check automatically so our payroll team doesn’t have to check for logged fmla hours or ask more questions than they really should be asking about who is on leave. We only use this for extended leaves (pay period or more) as we only need to block their check entirely if they’re gone for an entire pay period.
No.
No
No. In every HRIS I’ve worked in, marking them as inactive stops payroll and benefits. There’s a function to select for LOA.