Posted On January 31, 2017  

by Marti Cardi, Esq. - Vice President, Product Compliance

January 31, 2017


We’ve all seen the headlines over the past two years:  “XYZ Company Adopts Expansive Paid Parental Leave Policy.”  News coverage of paid parental leave (PPL) increased tremendously in 2015-2016 over prior years, fueled by the numerous PPL implementations by big-name companies.

Key questions that arise in assessing the increase in company PPL plans include: Why now…finally? What motivates employers to adopt PPL plans? What lessons can employers learn from the trailblazers’ experiences? What’s next for PPL? We’ll do our best to answer these below.

In mid-January the Integrated Benefit Institute (IBI) hosted an event in San Jose to present the findings of its 2016 study of the tech industry’s burgeoning PPL policies.  The study, “. . . And Baby Makes Three (Months Off)”, attempts to answer the above questions and more.  At the event, representatives from Facebook, Intuit, and Adobe participated in a panel discussion of their companies’ PPL programs and provided their thoughts and experiences on these issues as well.  (And many thanks to Facebook and Intuit for sharing their positive experiences with Matrix as their third party administrator!)

The following information is based on IBI’s report (well worth a read in its entirety) and input from the panel and other employers at the conference.

Why Now?Social and economic factors explain only so much.  Yes, tech industry players have been competing fiercely for talent in recent years, but data show that the NASDAQ was booming in 2009, signaling the end of the recession.  Along with this came declining unemployment rates overall and specifically in the tech industry.  Yet that was not enough to set off a huge jump in PPL as an employee benefit.

Several events from 2009 forward may have created or contributed to the momentum:

  • In 2009, the New Jersey paid family leave program took effect. (California’s paid
    family leave program took effect in 2002.)
  • In 2012 Marissa Meyer was hired as Yahoo! CEO – while she was pregnant.
  • In 2013 Sheryl Sandberg, Facebook’s COO, published Lean in: Women, Work, and the Will to Lead.
  • The White House Summit on Working Families was held in June 2014, which brought together advocates
    for such issues as paid family leave, paid sick time, flexible scheduling, and equal opportunities in the workplace.
  • In July 2014, the EEOC released its Enforcement Guidance on Pregnancy Discrimination and Related Issues, which
    made clear that parental leave policies that favor one gender over the other violate federal laws that
    prohibit discrimination on the basis of sex or pregnancy.

Whatever the cause, U.S. employers are embracing paid parental leave – and in some cases paid family leave – in ever greater numbers and with increasingly generous plans.

What Motivates Employers?With these events as a backdrop, IBI conducted interviews with 15 established tech companies to discover the motivations driving their adoption of paid parental leave.  These fell into four broad categories:

  • Compete for talent – most companies have no drive to be #1 in PPL offerings, but want to be competitive
    by offering a reasonable amount of PPL.
  • Support existing corporate social values – companies want a policy that comports with other
    expressed corporate values, such as being “family friendly”.
  • Formalize and coordinate myriad and conflicting local, state, federal, and company leave policies.
  • De-stigmatize females in workplace – make parental leave equally available to men so women won’t be viewed
    as taking their jobs less seriously by taking leave.

At the conference, employers also indicated they were motivated by recent legislation requiring paid parental or paid family leave, specifically San Francisco (effective 1/1/17) and New York State (effective 1/1/18).

Key Lessons for EmployersThe IBI interviews and the conference participants provided three key lessons for employers considering adopting a paid parental or paid family leave program.  Undoubtedly there are many more but here’s a start:

First, design a policy for what YOUR business is trying to accomplish.  Don’t feel pressured just to do what everyone else is doing.  Carefully analyze your company’s philosophies, strategies, operational needs, and other factors.   Then, design a plan that will mesh with and support those factors.  This is not a cookie cutter, one-size-fits-all issue.

Second, leverage your company’s FMLA and disability experiences to design and manage a program that will help maintain business performance.  You probably already have a lot of experience in similar leave issues – FMLA, state leaves, disability plans, company policies, etc.  Use that experience to understand your employees’ leave usage and its impact on business operations.

Finally, focus on improving the employee’s return-to-work experience after an extended leave.  A new parent may have difficulty going from parental bonding leave on Sunday to full and productive engagement upon return to work on Monday.   Consider easing the employee back to work with a part-time return schedule.  Make sure the supervisor doesn’t have an impossible list of tasks waiting for the employee the first day back.  On the other hand, ensure that the supervisor and co-workers don’t exclude the returning employee from ongoing projects; rather, design a means to bring the employee up to speed and start contributing.

What’s Next for PPL?Many questions remain as the United States tries to join the rest of the industrialized world to provide adequate paid parental and family leave. There is no “standard” PPL program at this point.  Employer discussions at the IBI event revealed numerous plan variations, including:

  • Paid maternity leave for the birth mothers only, funded by disability plans.
  • Equal paid parental leave for all parents, with birth mothers also getting the disability/maternity leave.
  • Equal total leave for all parents, with the birth mother’s leave being partially funded by a disability plan.
  • Paid family leave that includes both bonding leave but also time off to care for other family members.
  • Paid parental time off ranging from 6 weeks to 12 months.
  • Different amounts of paid leave depending on whether the employee self-identifies as the primary
    or secondary caregiver.
  • Intermittent bonding leave – disallowed completely by some employers, while others allow intermittent leave
    in as small as one-day increments.
  • Pay provided at a percentage of the employee’s compensation or fully paid at 100%.
  • Coverage extended to assist with adoption proceedings and/or infertility treatments, or to care for foster children.

Other challenges and questions for the future of PPL in the United States include:

  • How can companies keep up with and comply with state and local laws?
  • Can paid family leave programs solve the issue of perceived unfairness, such as birth mothers getting more
    time than other new parents under most plans?
  • The IBI study is based on tech industry. What are the implications and likely trends for other industries?
  • Will today’s plan designs suit the upcoming parenting years of the Millennials, or will changes be needed?
  • Will the Trump presidency have any impact on the future of PPL in the United States? Trump’s campaign
    platform included a belated and tepid paid leave proposal – up to 6 weeks for the birth mother only, funded and
    administered by the existing federal unemployment program, and available only if the employer does not provide
    other maternity leave benefits.

What is YOUR company doing or considering in the world of paid parental and family leave?  Please share with us in the comments section below.

My thanks to IBI and its Director of Research and Measurement, Brian Gifford, Ph.D, for hosting the event and sharing such valuable information with the employer community.

MATRIX CAN HELP!  We closely track the trends and legislation relating to paid parental and family leave, and will keep you posted on legislative, agency, and court developments through this blog and our monthly On Your Radar update.

Matrix Absence Management provides leave, disability, and accommodation management services to employers seeking a comprehensive and compliant solution to these complex employer obligations. At Matrix we monitor the many state and municipal family and sick leave laws being passed around the country and specialize in understanding how they work together. For leave management and accommodation assistance, contact us at


Posted On November 23, 2016  

by Marti Cardi, Esq. - Vice President, Product Compliance

November 23, 2016


untitled-1For those readers who do not have California employees, I have 2 things to say:  First, lucky you!  Second, hang in there with me – I promise some non-California blog posts in the near future. 

Late on Friday, November 18, the San Francisco Office of Labor Standards Enforcement (OLSE) posted draft Rules to support the Paid Parental Leave ordinance (SF PPL) effective January 1, 2017.

OLSE is taking comments on the proposed Rules until 5:00 p.m. PST Friday, December 2, 2016, and will hold a public hearing on December 2.  Details and copies of the ordinance, an amendment, and the draft Rules are available on the OLSE website:  We at Matrix will be listening for further developments.

Here are a few of the highlights from the draft Rules:

  • An explanation of how prior employment with a covered employer counts toward the 180-day eligibility requirement (Rule 1)
  • How to count employees to determine whether the employer is a “covered employer” (it can be complicated!) (Rule 2)
  • How to calculate an employee’s SF PPL entitlement when the employee becomes eligible during a parental leave (Rule 3)
  • The relationship between CA PFL and SF PPL, and what documents or information the employer can require to ascertain the employee’s CA PFL coverage (Rules 4 and 5)
  • SF PPL calculation for tipped employees (Rule 6)
  • Ability to use SF PPL intermittently, and how to calculate the employee’s intermittent pay benefit (Rule 7)
  • Employer appeal and hearing procedures (Rule 8)

Still unanswered: 

  • Forms and the notice required by the ordinance are mentioned in the proposed Rules but are not yet available.
  • There is no explanation of the interaction or overlap in the employer’s ability to require employees to use 2 weeks of vacation pay for CA PFL and/or SF PPL purposes.
  • Can the employer apply accrued but unused PTO toward PPL obligation – or only time off designated as “vacation” as stated in the ordinance?
  • What is the statute of limitations for employee to bring a civil action against employer for PPL violations?
  • If an employee is continuing health and other benefits during parental leave, can the employer withhold the employee’s share of premium payments from the PPL Supplemental Compensation?  How about other voluntary deductions authorized by the employee (e.g., 401(k), loan repayment, voluntary life insurance buy-up . . . )?

As a refresher, the SF PPL is available for leave taken to bond with a new child.  It applies to employers with total employees in any location as follows (Covered Employers):

  • 50 or more employees: January 1, 2017
  • 35 or more employees: July 1, 2017
  • 20 or more employees: January 1, 2018

Eligible employees must meet 5 eligibility requirements:

  1. Work for a Covered Employer
  2. Has worked for the employer for at least 180 days prior to start of leave
  3. Works at least 8 hours  per week within San Francisco
  4. Works at least 40% of employee’s total hours within San Francisco
  5. Is eligible for and receiving paid family leave from California for bonding

The employer’s obligation is to top off paid family leave benefits the employee is receiving from the state of California to 100% of the employee’s regular compensation, subject to a cap.   The benefit is paid fully by the employer with no contribution or payroll deduction from employees.

More details about the SF PPL ordinance are available in our prior blog post here.

UPDATE (January 23, 2017) 

The City of San Francisco has finalized the Paid Parental Leave ordinance, rules, and related documents.  Here is the PPL website, where you can access the documents described below.

  • Paid Parental Leave Ordinance, as passed on April 12, 2016.
  • Technical amendment to the Paid Parental Leave Ordinance passed on September 6, 2016.
  • Paid Parental Leave Ordinance Poster – Covered Employers must post the required Paid Parental Leave Ordinance Poster at every work place and job site. The poster should be printed on 8.5″ x 14″ paper.
  • SF Paid Parental Leave Ordinance RulesRules Implementing the Paid Parental Leave Ordinance on December 23, 2016 (with a technical amendment December 29, 2016).
  • SF Paid Parental Leave Form – posted December 23, 2016. Covered Employers must provide the SF Paid Parental Leave Form to employees in San Francisco, and employees must complete the form to receive Supplemental Compensation.
  • Calculation Instructions– Step-by-step instructions on calculating the amount of Supplemental Compensation a Covered Employer must pay to a Covered Employee.   Several different pay scenarios are included.


MATRIX CAN HELP!  Matrix Absence Management provides leave, disability, and accommodation management services to employers seeking a comprehensive and compliant solution to these complex employer obligations. At Matrix we monitor the many state and municipal family and sick leave laws being passed around the country and specialize in understanding how they work together. For leave management and accommodation assistance, contact us at


Posted On August 02, 2016  

by Marti Cardi, Esq. - Vice President, Product Compliance

August 02, 2016


Illinois has passed a law to provide job-protected bereavement leave upon the death of an employee’s child.  The law became effective on July 29, 2016, when it was signed by Illinois governor Bruce Rauner.

The new law provides up to 2 weeks of leave upon the loss of a child.  Many of the parameters of the leave incorporate or mirror the federal Family and Medical Leave Act.  Here are the main provisions of the new law:

Definition of “child”:  Biological, adopted, or foster child, stepchild, legal ward, or the child of a person standing in loco parentis. This mirrors the definition of “son or daughter” under the FMLA, except it does not contain the limitation that the child must be under the age of 18.

Eligible employees:  As defined by FMLA; currently, employees with 12 months of service and 1250 hours worked in the 12 months prior to the leave, and who work at a site with 50 or more employees within 75 miles.

Covered employers:  As defined by FMLA; currently, employers with 50 or more employees.

Length of leave:  2 weeks (10 working days).  The leave must be completed within 60 days after the employee receives notice of the child’s death.  In the event of the death of more than one child, the employee may take up to 6 weeks of bereavement during a 12-month period.

Relationship with FMLA:  Time off under the Illinois bereavement law does not count toward an employee’s FMLA usage because it is not a covered leave reason. However, the law specifies that an employee is not entitled to more unpaid leave than is provided by the FMLA.  This means that if an employee has already used 12 weeks of FMLA in a leave year, the employee will not thereafter be able to take bereavement leave under the act.  On the other hand, if an employee first takes time off under the Illinois bereavement law, the employee will still have his/her full 12 weeks of FMLA (less any time previously used in the leave year) because the bereavement leave cannot reduce an employee’s FMLA leave entitlement.

Reasons for leave:  Bereavement leave may be used to:

  • Attend a funeral (or funeral alternative) of the child;
  • Make arrangements necessitated by the death of the child; or
  • Grieve the death of the child.

Employee notice:  The employee must provide at least 48 hours’ advance notice of intent to take bereavement leave, unless such notice is not reasonable and practicable. 

Documentation:  The employer can require reasonable documentation, such as a death certificate, a published obituary, or written verification of death, burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or government agency.

Use of other leave rights:  The employee may elect to substitute other leave rights for the bereavement leave (e.g., PTO, sick time, vacation, etc.).  This would enable the employee to receive pay for the time off.

Other employment protections:  The Act prohibits the employer from taking adverse action (such as termination) or retaliating against an employee for taking or attempting to take bereavement leave or for supporting the exercise of rights by another employee.

Enforcement:  The Illinois Department of Labor has authority to receive complaints and to enforce the new law.  An employee may also file a civil action directly in court without first complaining to the Illinois DOL.

Efforts to pass a federal bereavement leave lawThe FMLA does not provide leave for bereavement following the loss of a family member.   In recent years there have been efforts to expand FMLA leave rights to include time off for bereavement due to the death of a child.  Most notably, the Parental Bereavement Act was introduced in Congress in the summer of 2011, due to the efforts of two fathers who lost children. The law was reintroduced in 2013 and 2015, so far with no success.

Oregon’s family member bereavement leaveThe state of Oregon added family bereavement as a leave reason under the Oregon Family Leave Act (OFLA) effective January 1, 2014.  This law is broader than the new Illinois law, in that it provides leave due to the death of a wide array of family members:  spouse, domestic or civil partner, child (broadly defined as in FMLA), parent, grandparent, grandchild, or parent-in-law.

Otherwise, the Oregon law is very similar to the new Illinois law.  The OFLA bereavement leave reasons are identical to the Illinois leave reasons outlined above.  OFLA provides up to 2 weeks of bereavement leave per family member death in a 12-month period, up to the total available OFLA leave (12 weeks less any time used for other purposes within the 12 months).  The leave must be completed within 60 days of notice of the death.

MATRIX CAN HELPMatrix Absence Management is prepared to manage the new Illinois child bereavement leave law.  Matrix provides leave, disability, and accommodation management services to employers seeking a comprehensive and compliant solution to these complex employer obligations. We monitor the many leave laws being passed around the country and specialize in understanding how they work together. For leave management and accommodation assistance, contact us at



Posted On April 12, 2016  

by Marti Cardi, Esq. - Vice President, Product Compliance

& Gail Cohen, Esq. - Director, Employment Law And Compliance

April 12, 2016



As the federal government dithers, states and municipalities continue to be proactive in passing paid family leave laws (PFLs). Read on for information about the laws passed by the latest members of the club, San Francisco and New York State.  In addition, California has passed a law to increase the percentage of salary compensation available for paid family leave under the existing California law.  This article provides:

  • A short overview of each of the new laws (New York, California, San Francisco);
  • Pings for employers: What YOU need to do to get ready; and
  • Summaries of the key provisions of the New York and San Francisco laws;
  • How Matrix can help employers comply with these and other leave of absence laws, paid or unpaid.

There will likely be regulatory updates as the various state and municipal agencies provide further guidance to employers on how to comply with these new laws.  Matrix will keep you up to date as we move toward each law’s effective date.

New York Paid Family Leave OverviewEffective January 1, 2018, New York employers will be required to provide paid family leave benefits to eligible employees.  This law was passed as part of the state’s 2016 budget and is another benefit available in addition to the state’s worker’s compensation and employee disability pay benefits. 

The New York paid family leave law (NY PFL) is one of the most progressive proposed or passed, providing up to 12 weeks of job-protected paid family leave after a phase-in period.  The law dovetails to a large extent with leave rights under the federal Family and Medical Leave Act but in some regards will provide more leave rights, which might result in greater leave time in a 12-month period than the 12 weeks provided separately by each law.

EXAMPLE:  NY PFL will be available to care for a domestic partner, grandchild, or grandparent, which is not available under the FMLA.  A New York employee who takes leave to care for one of these family members would still have his or her full entitlement to 12 weeks of unpaid, job-protected leave for a different family member or another reason under the FMLA.

California Paid Family Leave OverviewOn April 11 California Governor Jerry Brown signed a law increasing the pay benefit available to California employees for family leave from 55% to 60%, and as high as 70% for a new classification of low-income workers.

Effective January 1, 2018, the law also eliminates the current 7-day waiting period currently imposed prior to an employee’s eligibility to receive benefits.

California’s PFL program is funded by worker contributions and is administered by the state’s Employment Development Department, which also administers the state’s short term disability benefits. Reports indicate that EDD has enough in savings from workers’ contributions to cover the additional benefits that will commence in 2018.

Other material aspects of the existing CA PFL remain unchanged at this point.

San Francisco Paid Parental Leave OverviewSan Francisco recently took paid family leave benefits to a new level, providing an increase in salary replacement benefits to eligible San Francisco employees who take leave for a newborn or newly adopted or foster child (San Francisco Paid Parental Leave – SF PPL).  Unlike the state programs in California and New York, the new San Francisco ordinance does not cover leave taken to care for an ill or injured family member.

As summarized above, California already has paid family leave benefits (CA PFL), under which employees can receive up to 55% of their wages for six weeks for this bonding time.  This amount will increase to 60-70% as of January 1, 2018.  The San Francisco ordinance will enable SF employees to receive full 100% salary replacement during such leave.  The new ordinance goes into effect on January 1, 2017.

The San Francisco ordinance has some provisions that provide additional rights to California employees.

New York State Paid Family Leave – Key Provisions

Who is an Eligible Employee? An employee who has worked for 26 or more consecutive weeks.
For what reasons can family leave be taken? a)      To participate in providing care, including physical or psychological care, for a family member of the employee made necessary by a serious health condition (as defined by the FMLA) of the family member; or b)      To bond with the employee’s child during the first 12 months after the child’s birth or  placement of the child for adoption or foster care with the employee; or c)       Because of any military “qualifying exigency,” as defined by the federal FMLA.
Who is a “Family Member?” a)      Child (biological, adopted or foster step, legal ward), child of a domestic partner, or a person to whom the employee stands in loco parentis; b)      Parent (biological, foster, adoptive, in law, step, legal guardian), or other person who stood in loco parentis to the employee when the employee was a child; c)       Grandparent (biological only); d)      Grandchild (biological only); e)      Spouse; or f)       Domestic Partner
Can I require certification of need for leave before granting my employee’s request to take it? Yes. The certification is more limited than what is permitted under the FMLA.  A statement of proof of need for leave is sufficient, including a statement of disability by the family care recipient’s healthcare provider.
Can I deny leave if my employee doesn’t timely provide me with that medical certification? No, but if the employee fails to furnish proof within the time or manner requested by the employer, no benefits are required to be paid for the 2 weeks prior to the date on which the required proof is furnished.
Do I as an employer have to pay for these benefits? No. These benefits are funded by employee contributions (1 ½% of employee’s weekly wages, not to exceed 60 cents/week) through payroll deductions.
How much leave can my employee take? The amount of leave an employee can take increases over time, as follows:


1/1/2018     8 weeks 1/1/2019    10 weeks 1/1/2020    10 weeks 1/1/2021   12 weeks

Is the paid leave benefit a complete wage replacement? No.  As with the amount of leave to be made available, the amount of paid benefits increase annually as follows:


1/1/2018     50% of the avg. weekly wage 1/1/2019     55% of the avg. weekly wage 1/1/2020     60% of the avg. weekly wage 1/1/2021     67% of the avg. weekly wage

Can the employee also take PTO or other sick leave benefits to enable them to maintain 100% of his salary while on leave? The employer can choose to allow employees to take vacation, sick or other benefits while on leave, but may not require them to do so.  However, if an employee uses vacation or other paid time, the employer can request reimbursement for any NY PFL benefits received during that time.
Can I run this leave concurrently with my employee’s right to take 12 weeks of leave under the federal FMLA? Yes, if the leave reason is covered under both laws.
Can this leave be taken intermittently? Yes, and successive periods of family leave caused by the same or a related injury or illness count as a single period if separated by less than 3 months.
Is there a “waiting period” before paid benefits are payable? No.  Unlike typical disability payments, which have waiting or elimination periods, benefits are payable on the first full day family leave is required.
Are there any exclusions? Yes, there are several enumerated exclusions, including for any disability or family leave commencing prior to the employee’s eligibility for NY PFL.
Are there any employer notice requirements? Yes. Employers will be required to post notice of employee rights to this leave, in the prescribed form.


In addition, employers must give a written statement of rights to the employee within 5 business days of receiving notice that the employee’s absence of 7 consecutive days is due to family leave.

Is the NY PFL a job protected leave? Yes.  Like the federal FMLA, employees are entitled to be restored to the same or a comparable position when they return to work following a NY PFL.
Do I have to maintain health insurance benefits coverage while the employee is on NY PFL? Yes.
Does the employee have a right to file a claim for retaliation for exercising his or her right to take or request NY PFL? Yes.

San Francisco Paid Parental Leave – Key Provisions

Who is an eligible employee? A full-time, part-time, or temporary employee who:


a)      Has worked at least 180 days and works at least 8 hours per week; and b)      Is otherwise eligible under CPFL for baby bonding leave; and c)       Works at least 40% of his/her work hours in San Francisco.

How much do I have to pay as employer? Employers must pay benefits which, together with CA PFL benefits received by the employee,  will provide the employee 100% wage replacement during the leave (referred to in the ordinance as “Supplemental Compensation”).
Can I require the employee to use accrued, unused vacation time before using paid leave? Yes, the employer can require the employee to use up to 2 weeks of accrued unused vacation time prior to receiving SF PPL, thereby capping the employer’s obligation to 4 of the 6 weeks the employee takes paid parental leave
Does the employee have any reimbursement obligations if he or she doesn’t remain employed after returning from leave? Yes. Prior to receiving SF PPL, the employee is required to sign a form agreeing to reimburse the employer for the full benefit amount if he or she voluntarily terminates employment within 90 days of returning from leave (requires employer to explicitly request reimbursement in writing).
Are there any employer posting requirements? Yes.  Employers are required to post a notice of SF PPL rights to employees in the OLSE prescribed form.
What are the record retention requirements? Employers must retain records of their compliance with this ordinance for 3 years.
In addition to leave rights, does SF PPL grant any other employee protections? Yes.  The law protects employees from any adverse action in connection with, or retaliation for, their exercise of leave rights.
Does the ordinance provide employees with a private right of action? Yes, but primary authority for enforcement, including auditing of compliance, rests with the Office of Labor Standards Enforcement (OLSE).  In addition, employees must exhaust their administrative remedies by filing a complaint with OLSE prior to filing a private lawsuit.
What are the possible penalties for violations? The law provides for potential treble damages for any unpaid Supplemental Compensation, as well as other administrative penalties.

PINGPings for employers:  Prepare in advance!  If you have employees in New York state or San Francisco, make sure you have adopted policies to comply with the two new laws (effective January 1, 2018, and January  1, 2017, respectively);

Have your payroll personnel start working on the necessary steps to administer the new NY PFL and the increased benefit for CA PFL, including the requisite payroll deductions; and SF PPL, including making the correct pay benefits when an employee is on leave.

Finally, plan for costs associated with administering the laws and covering increased employee absences.  In San Francisco, this will include budgeting for the employer’s responsibility for pay benefits during leave, up to 100%.

MATRIX CAN HELP!  Matrix Absence Management provides leave, disability, and accommodation management services to employers seeking a comprehensive and compliant solution to these complex employer obligations. At Matrix we monitor the many state and municipal paid family and sick leave laws being passed around the country and will post updates in this blog as this area of employee benefits progresses.  In addition, our clients receive Matrix’s monthly Legislative Update, which pulls together these and other leave law developments in a concise and timely format.  With the passage of each new leave law – paid or unpaid – Matrix assesses employer needs and industry demands to determine whether administration of the new law should be added to Matrix’s suite of services.

Contact Matrix at 1-800-866-2301 to learn more about our services for complete management of leaves of absence, disability plans (state and private), and ADA accommodations, including leave.