Derived Factors for FMLA Benefits

You use derived factors to calculate certain eligibility criteria that change over time, such as a person's age or length of service. You can add derived factors to eligibility profiles and then associate the profiles with objects that restrict eligibility.

Hours worked and Length of Service are the two derived factors used to establish Family and Medical Leave Act (FMLA) eligibility.

Using the Derived Factors task, create these types of derived factors.

• Length of service

  For protected leave entitlements, the minimum required service is 1 year. For additional info, see below.

• Hours worked

  For protected leave entitlements, the minimum hours worked is 1,250 hours. For additional info, see below.

Protected Leave Entitlements

You must configure the derived factors to define employee qualifications for protected leave entitlements. The government defines conditions for protected leave entitlements. Once you have identified that an employee has met those conditions, they're entitled to qualified leave. Use the Derived Factors task to set these qualifications.

Qualification	Description
Length of service	The minimum required service is 1 year. To specify a length of service, use a derived factor on your FMLA eligibility profile.
Number of hours worked	The minimum requirement for hours worked is 1,250 hours. To specify the hours worked, use a derived factor on your FMLA eligibility profile.

See the Worked Examples in Related Links for info about how to set up balances and derived factors. Then attach the derived factors to the Eligibility Profile Definition.

FMLA also requires that the relationship meets certain criteria to be a qualified relationship. The employee is responsible for providing the appropriate documentation to the benefits or HR administrator to verify their qualified relationships.

For more info about qualifying relationships, see the Federal Family and Medical Leave Act Benefits in the Help Center.

Track Qualified Relationship Verification

You can add a certification rule to track that you have manually verified the qualified relationship. This step isn't required, but by doing so, you can track whether the documentation provided by the employee has been reviewed.

To add a certification rule:

1. From My Client Groups, click Absences.

2. Click Absence Certifications.

3. Click Create.

4. Choose Documentation for the classification.

5. Enter Qualifying Relationship as the name in Certification Attributes.

6. Set the status to Active.

7. Choose On demand in Trigger in the Creation.

8. Click Save and Close.

9. Attach the certification to the absence type.

   For further info, see Configure FMLA Absence Certification in the Help Portal.

10. Attach the certification to the absence type.

    1. Select Action Items.

    2. Under Certifications, click Qualifying Relationship.

11. Click Select and Add.

Once the employee submits an absence that has this certification attached to it, you can confirm that you have received proof of the qualifying relationship. You can choose whether to enter the name of the person in the description. Adding a name to the description helps to track if there is more than one qualified relationship.

To track that you have verified the relationship:

1. In Documentation, click Add.

2. Select Qualifying Relationship.

3. Enter a name for Description, and set the status as Confirmed.