Entrust combines LeaveSource® web-based software for leave administration which is completely transparent. Qcera’s experienced Leave Administrative Team frees up a company’s leave administrators to focus on face-to-face personnel issues. This hybrid arrangement keeps a company’s Human Resources department completely in the loop and gives them time to remain on top of all employee-related issues, whether FMLA, absence, disciplinary, payroll, scheduling, or any other.
According to clients, a regular concern of FMLA administration outsourcing is the “disconnect” that frequently occurs between employees and the company. Entrust avoids the disconnect by supporting a company’s administrator and removing the time consuming back end administration of notifications, certifications, and mailings. Entrust’s transparent access for the administrators ensures immediate and accurate status visibility of any employee. Automated alerts keep administrators apprised of any important or potential, conditions or situations.
LeaveSource®
Entrust
LeaveSource® Entrust is staffed by Qcera’s leave management experts dedicated to providing fair and consistent service. Powered by, LeaveSource®, the service is designed to be simple and cost-effective.
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FMLA and Leave Administration Services
LeaveSource® Entrust is FMLA and leave of absence administration tailored for employers interested in reducing their administrative burden while maintaining point of contact with their employees.
With LeaveSource® Entrust, employers no longer have to juggle spreadsheets, balance leave allotments, research leave laws, mail out notices, track down paperwork and wonder about compliance. Employers have real-time access to information on all leaves, leave balances, certification, correspondence and reports. Outsourcing to LeaveSource® allows your HR staff to focus on your other HR needs, while we focus on your FMLA and State leave law compliance.
- As an example, if a medical certification is received for an employee’s leave request stipulating a one year period where the employee may be out intermittently three or four times per month, due to migraines, the thirty-six to forty-eight intermittent leaves that could occur would constitute a single leave.
